Leadership Skills: Bridging the gap between theory and practice.

Connecting theory to practice is often the most challenging aspect of acquiring new leadership skills. When you embark on a new hobby (be it golf, tennis, dancing, or playing an instrument) you recognise that significant practice is essential for improvement. If you’ve ever attempted to learn any of these skills, what approach did you take?

Typically, individuals will either dive into research and become well-versed in the subject matter by reading articles or watching instructional videos on techniques like a golf swing or guitar riff. Alternatively, some prefer enrolling in training classes, whether in a group environment or with a personal instructor. Instructor lead classes are a great way to absorb the theory and ask questions about area’s that are unclear. The advantage of having a personal trainer lies in their ability to provide immediate feedback during your practice sessions; for instance, a dance teacher can demonstrate movements and then adjust your posture accordingly. Highly motivated learners often engage in both self-directed study and formal classes.

There are also those rare individuals who possess an innate talent and can pick up skills effortlessly with minimal guidance. However, even these natural talents typically seek out trainers if they aspire to reach higher levels of proficiency.

If someone solely relies on reading about techniques or attends only a few lessons, they are likely to stagnate and regress back to their initial skill level. The most significant advancements occur when learners are challenged intensively over short periods to master specific abilities, similar to learning how to ride a bike or ski; intensive practice over just days can lead to lasting competence.

Three primary methods to acquire leadership skills

Only a select few people inherently possess strong leadership qualities; the majority must invest effort and practice diligently until these skills become second nature. I believe there are three primary methods through which individuals acquire leadership skills that complement one another:

First is self-directed learning: individuals driven by interest will dedicate time to read books, watch videos, and listen to podcasts about leadership topics.

Second is structured classroom training where theoretical concepts are presented alongside opportunities for practical application through role-playing exercises. Many organizations send their emerging leaders through such programs or host retreats focused on advanced leadership development.

Thirdly, there’s the more personalized route of coaching or mentoring where individuals discuss specific challenges they face at work and receive tailored advice on how best to navigate them.

Contextual Performance Coaching

However, many coaching programs differ from traditional teaching methods because they lack direct observation of behaviours in real-time settings; teachers need firsthand experience observing actions like golf swings or dance posture corrections.

In contrast, “Contextual Performance Coaching” seeks insights into your leadership behaviour through direct observation and conversations with those around you rather than relying solely on self-reported experiences that may omit crucial details such as body language during meetings or conversational dynamics.

This approach gathers richer information which significantly accelerates personal development while maintaining confidentiality and providing constructive feedback afterwards—it’s more confrontational than standard coaching but yields far greater benefits for professional growth.