Embracing data-driven leadership: The guide to performance
Rania AlGhamdi, Director of talent learning and potential at Johns Hopkins Aramco Healthcare
Artificial intelligence (AI) is indeed a powerful tool that has impacted leadership development strategies, across various industries. A Trrend that forces leaders to adapt to this evolving landscape and learn how to utilise it effectively.
These technologies have influenced how leaders communicate, learn, and act, specifically in those two areas:
Data-driven decisions: AI can analyse data and help leaders make more objective and informed decisions based on that data.
Strategic tasks: Leaders are now free from taking part in redundant tasks, which allows them to focus on creating strategies and leading their teams.
By understanding how AI can help, organisations in Saudi Arabia can create a robust pipeline of future leaders who are well-equipped to navigate the evolving business landscape and contribute to the Kingdom's Vision 2030.
Leadership in the age of technology
The leadership landscape is undergoing a significant shift due to two fundamental forces: technological advancements and the rapidly evolving workforce dynamics. Leaders who adopt, prioritise, embrace changes, and diversify the workforce will be well-equipped to navigate the complexities of tomorrow's business landscape. That is why, leadership development programs must incorporate digital literacy cirriculum and ensure people adapt to that.
In essence, the future leader must be a collaborator, an innovator, and a lifelong learner. They must leverage technology while fostering a human-centered approach that empowers and inspires teams in a dynamic and intertwined world.
Therefore, it is important to include mentorship in leadership development. Organisations can help develop their future leaders by investing in a well-structured mentorship program. Here are some of the benefits to invest in a mentorship program:
Knowledge and experience transfer: Mentors can share their knowledge, experience, and organisational culture. Mentorship fosters knowledge sharing and collaboration, leading to a more engaging and dynamic work environment.
Career guidance: Mentors can advise how to deal with challenges and help mentees set and achieve their professional goals.
Succession planning: Mentorship programs can help organisations develop a robust internal talent pool for future leadership positions.
Promoting diversity and inclusion: Mentorship programs can help by providing guidance and support to aspiring leaders from diverse backgrounds.
How to identify potential leaders?
One can argue that identifying potential leaders within an organisation is more complex than it seems. Some organisations rely solely on performances as an indicator of leadership potential, which is a misguided assumption. The skills and competencies needed for top-performing individuals differ from those required to lead teams.
It is definitely about shifting the focus from current performance to future performanc in the future.
A clearly defined set of competencies and skills must be identifyied so organisations can understand who are the potential for leadership. Consider a comprehensive review of all the below when identifying potential leaders:
Performance reviews: Look for consistently high performers and individuals who exceed expectations during performance reviews.
Behavioral and competency assessments: Use assessments that evaluate key leadership competencies, such as communication, problem-solving, and decision-making.
Employee engagement and 360 feedback assessment: Conduct 360 assessments for individuals who demonstrate leadership skills and inspire others.
Stretch assignments: Assign challenging projects that require teamwork and leadership skills.
Organisation talent search: Consider high-performing individuals at all organisational levels.
How to develop employees to become future leaders?
Developing employees is a crucial component of any business operations. Therefore, organisations invest massively in developing these talents. I believe to improve the training outcome, organisations must focus on each employee's unique learning needs and preferences.
Here are some practical tips that organisations can consider when tailoring developmental programs to different individuals:
Goal setting: Collaborate with each individual to set SMART development goals and utilise the 70,20,10 learning model.
Flexible learning options: To accommodate individual schedules and preferences, offer blended and self-paced learning. Moreover. offer a variety of learning methods, such as workshops, case studies, simulations, online courses, or mentoring programs.
Individualised learning paths: Create personalised learning paths that enable employees to choose activities that address their needs and goals.
Business application: Ensure that the learning program focuses on business application, enabling learners to apply their knowledge to different work scenarios.
Technology integration: Leverage technology platforms to deliver personalised learning experiences, track progress, and give feedback.