10 Key Points for Leadership Training! Next-Gen Leader Development

Leader training is indispensable for developing next-generation leaders.

However, leader development is also a difficult challenge that cannot be achieved overnight.

To develop excellent leaders, long-term commitment and systematic effort are absolutely essential.

So, how can we develop human resources with leadership capabilities?

The key lies in the concept of “transformational leadership.”

Transformational leadership refers to a leadership style that sets high ideals, engages people around them, and brings transformation to organizations.

In this article, we will provide clear explanations of the key points and precautions for developing transformational leaders.

We hope this will be useful for all of you aspiring to be leaders.

今回も、性格研究者で悪者図鑑著者のトキワ(@etokiwa999)が解説していきます。
※HEXACO-JP性格診断を開発しました！MBTIより科学的根拠があります。詳細は以下タップしてください。

Methods for Developing Next-Generation Leaders Through Leader Training

Increasing Number of Companies Struggling with Next-Generation Leader Shortage

Many companies are struggling with a shortage of next-generation leaders.
“Next-generation leader development” ranks first as a human resources challenge for the next 3-5 years.
However, only about 60% of companies can adequately fill candidate positions five years later.
This drops to 55% after 10 years, and falls to 36.6% after 20 years.
This highlights the current situation of insufficient leader candidates for the future.
Next-generation leader development can be said to be an urgent issue that many companies face.
There is a need to work on developing next-generation leaders both in the short term and medium to long term.
The background to the serious shortage of next-generation leaders lies in the difficulty of leader development.
Developing excellent leaders takes a long time and effort.
Therefore, systematic leader training with a view to the future becomes essential.
In this article, we will explain the challenges and solutions for next-generation leader development.

Leader Development Takes a Long Time

Developing leaders takes a long time.
It can take not just years, but even decades.
First, people who will become leaders need to acquire basic capabilities.
Then, they grow gradually by gaining experience through practice.
Even after receiving leader training, skills are not immediately acquired.
It is important to put what was learned in leader training into practice and repeat trial and error.
It can be said that there is a need for careful, time-intensive development.
However, there is no clear correct answer to leader development.
Even if standardized programs are prepared, their effectiveness may be limited.
It is necessary to flexibly change development methods according to each individual’s characteristics.
A long-term perspective is essential for leader development.
Let’s work on it carefully without sparing time and effort.

Differences Between Transactional Leadership and Transformational Leadership

There are two types of leadership: “transactional” and “transformational.”
Transactional leadership is based on an exchange relationship between rewards and results.
On the other hand, transformational leadership appeals to followers’ values and motivates them.
The two differ greatly in how they exercise leadership.
Transactional leadership has the following characteristics:

• Influencing followers in exchange for rewards
• Closely monitoring followers’ work performance
• Communicating to followers what is necessary to achieve goals

Meanwhile, transformational leadership has the following characteristics:

• Showing ideals and goals to followers to enhance their motivation
• Encouraging followers to view problems from various angles
• Supporting followers’ growth and helping them acquire new abilities

As shown, transactional and transformational leadership styles differ greatly.
Leaders need to use both appropriately depending on the situation.

Characteristics of Transactional Leadership

Transactional leadership is based on an exchange relationship between rewards and performance.
Leaders clearly show followers the behavior they expect, and provide rewards when it is achieved.
This exchange of rewards and behavior is called “contingent reward.”
Transactional leadership includes the following behaviors:

• Communicating to followers the conditions necessary for salary increases and promotions
• Frequently checking the quality of followers’ work
• Requiring regular progress reports

In transactional leadership, the leader’s own performance is also valued.
Leaders lead followers by taking the initiative to achieve high results themselves.
They keep an eye on each follower’s work while also performing their own duties.
Transactional leadership is effective when steadily completing predetermined tasks.
It can be said to be a leadership style suitable for smoothly advancing routine work.
However, a different approach is needed to encourage taking on new challenges.

Characteristics of Transformational Leadership

Transformational leadership appeals to followers’ values and provides motivation.
Leaders show ideals and goals to enhance followers’ motivation.
It includes the following behaviors:

• Speaking to followers with their own convictions
• Encouraging followers to view problems from multiple perspectives
• Supporting followers’ skill development

Transformational leadership consists of the following four elements:

1. Idealized influence: Leaders set high ideals and inspire followers
2. Inspiration: Showing followers the significance of their work and inspiring them
3. Intellectual stimulation: Providing followers with new perspectives and enhancing their desire for innovation
4. Individual consideration: Leaders become mentors and support the growth of followers

Transformational leadership is effective in promoting initiatives that go beyond existing frameworks.
It can draw out the potential of followers and generate innovation.
However, continuing transformation requires strong beliefs and vision.
It can be said that this is an advanced form of leadership that questions the leader’s own way of being.

The Impact of Transformational Leadership on Followers

By demonstrating transformational leadership, subordinates’ satisfaction and motivation increase.
It has also been shown that followers begin to engage beyond their roles.
Transformational leadership brings about the following effects:

• Followers’ job satisfaction increases
• Followers’ motivation is enhanced
• Organizational citizenship behaviors (OCB) beyond roles increase
• Department performance improves

Transformational leadership is effective in drawing out the power of each individual follower.
By leaders setting high ideals and supporting followers, the organization’s capabilities can be elevated.
On the other hand, transactional leadership is suitable for steadily fulfilling predetermined roles.
In this way, there are differences in the effects of leadership between transformational and transactional styles.
It is necessary to use different leadership styles according to the organization’s situation.
Transformational leadership can be said to be effective in maximizing followers’ capabilities.

The Impact of Transactional Leadership on Followers

Transactional leadership is effective for steadily executing predetermined tasks.
It enhances motivation by clearly showing followers the expected behaviors and providing rewards when achieved.
Transactional leadership has the following impacts:

• Enables steady completion of routine work
• Leaders themselves demonstrate high performance
• Results aligned with followers’ roles are easily achieved

However, transactional leadership also has limitations.
It can be said that it is not good at promoting initiatives that go beyond existing frameworks.
Also, attention is needed to the fact that the relationship between leader and followers tends to be temporary.
Deep connections are difficult to build through reward-punishment relationships.
Leaders need to understand the advantages and disadvantages of both transactional and transformational styles.
They are required to demonstrate appropriate leadership according to the situation.
Let’s flexibly change leadership styles according to the organization’s desired direction.
Transactional leadership can be said to be an effective method for smoothly advancing routine work.

Required Leadership Has Changed with the Times

The required form of leadership has evolved with the times.
In the past, research to clarify leaders’ qualities was actively conducted.
Later, focus shifted to leadership behaviors.
In recent years, attention has been drawn to the interaction between leaders and followers.
Transactional and transformational leadership can be said to be concepts that follow this trend.
Transformational leadership in particular has attracted attention both theoretically and practically.
The emphasis on transformational leadership has its background in changing times.
In America, the rise of Japanese companies and diversification of consumer needs progressed.
Simply continuing existing methods was no longer sufficient to win in competition.
Transformational leadership was essential for adapting to the era of change.
Similar challenges apply to current Japanese companies.
With the end of high economic growth, many companies are experiencing a sense of stagnation.
Transformational leadership is indispensable for breaking through such situations.

Transformational Leadership Required by Japanese Companies

Transformational leadership is indispensable for breaking through the sense of stagnation facing Japanese companies.
With the end of high economic growth, many companies are experiencing a sense of stagnation.
It can be said that transformational leadership is essential to escape such situations.
Developing next-generation leaders is nothing other than finding and nurturing human resources who can demonstrate transformational leadership.
To develop transformational leaders, the following initiatives are required:

• Set high ideals and communicate them to followers
• View problems from multiple angles and provide new perspectives
• Support followers’ growth and enhance their skills
• Become mentors and provide learning opportunities to followers

For Japanese companies to develop next-generation leaders, it is important to incorporate the concept of transformational leadership.
To produce transformational leaders, it is necessary to review human resource development systems.
Beyond simply acquiring knowledge and skills, provide numerous practical opportunities to demonstrate leadership.
Time and experience are essential for acquiring transformational leadership.
It can be said that developing transformational leaders is urgent for Japanese companies to maintain competitiveness going forward.

Key Points of Leadership Training to Develop Transformational Leaders

Leadership Training: Transformative Experiences Are Key to Leadership Development

To develop transformational leaders, “transformative experiences” are indispensable.
This refers to experiences that are extremely challenging for the individual.
Specific examples of transformative experiences include the following:

• Early career work
• First management experience
• Starting a business from scratch
• Turning around a struggling division
• Expansion of job scope as a manager

Leadership development is promoted by facing and overcoming such difficult experiences.
The importance of transformative experiences has also been clarified through interview surveys at Japanese companies.
For example, the following experiences are considered to lead to leadership development:

• Adapting to new environments through personnel transfers
• Problem-solving under difficult circumstances
• Project management and results creation
• Learning and growth from supervisors
• Overseas work experience

To develop transformational leaders, it is important to provide such transformative experiences.
It is essential to assign challenging work that allows for difficult challenges and provide opportunities for growth.
Transformative experiences are considered indispensable elements of “leader training.”
It is important to deliberately challenge leader candidates with difficult tasks and promote their growth.
In developing transformational leaders, transformative experiences hold tremendous significance.

Leader Training: Early Career Work Experiences Are Important for Leadership Development

Work experiences in the early stages of one’s career have a significant impact on leadership development.
Work experiences in the first few years after joining a company become the foundation for subsequent leadership.
The following types of experiences are considered necessary in early career stages.

• Reliably fulfilling assigned roles
• Observing and learning from senior employees’ work
• Understanding one’s strengths and weaknesses
• Understanding organizational culture and values

Through these experiences, one can solidify the foundations of leadership.
Particularly, knowing one’s strengths and weaknesses is essential for “leader training.”
As self-understanding deepens, one becomes able to demonstrate more effective leadership.
Understanding organizational culture and values is also important.
Such understanding is indispensable for demonstrating leadership that aligns with the organization’s direction.
Early career work experiences are considered very important for building the foundation of leadership.
It is required to utilize the learnings gained during this period and refine one’s leadership qualities.

Leader Training: Management Experience Promotes Leadership Development

Management experience greatly contributes to leadership development.
By having subordinates and being in a position to move an organization, leadership skills are strengthened.
The learnings gained through management experience include the following.

• Communication methods with subordinates
• Task allocation and progress management techniques
• Ways to support and draw out subordinates’ abilities
• Management toward achieving organizational goals

By accumulating these experiences, one can acquire the skills necessary for leadership.
Particularly, drawing out the maximum potential of subordinates is an important role for leaders.
It is required to understand the characteristics of each subordinate and provide appropriate support.
Leading a team toward achieving organizational goals can also be learned through management experience.
The ability to unite team strength and demonstrate leadership that produces results is developed.
Management experience is considered one of the essential elements of “leader training.”
By experiencing the position of leading subordinates, one can acquire the necessary skills as a transformational leader.

Leader Training: Failure Experiences Are Also Opportunities for Leadership Improvement

Failure experiences can become important opportunities for leadership improvement.
Not achieving desired results or making mistakes can happen to anyone.
What’s important is the attitude of learning from failures and applying those lessons to future situations.
The lessons that can be gained from failure experiences include the following.

• Improvement points in planning and execution methods
• One’s weaknesses and challenges to overcome
• The importance of communication with colleagues
• Stress control methods in difficult situations

By applying what was learned from failures to the next opportunity, leadership skills can be enhanced.
Particularly, the attitude of facing one’s weaknesses and overcoming them is important.
By recognizing weak points and working on improvement, one can demonstrate stronger leadership.
Learning stress management methods in difficult situations is also considered important.
Leaders are constantly exposed to high pressure.
It is required to appropriately cope with stress and be able to make calm judgments.
Failure experiences can greatly contribute to leadership development.
By gaining positive learnings from negative events, one can enhance their capabilities as a leader.

レジリエンスとは？折れない心の作り方を科学的に解説

Leader Training: Difficult Experiences Foster Leader Confidence

Difficult experiences are considered effective in fostering leader confidence.
By facing difficult situations and overcoming them, conviction in one’s abilities deepens.
Confidence is a very important element for leaders.
In stable environments, leadership might be demonstrated regardless of confidence levels.
However, in difficult situations, accurate judgments cannot be made without confidence.
Experiences of overcoming difficulties generate the following types of confidence.

• Confidence that solutions can be found even in difficult situations
• Conviction in one’s judgment and action capabilities
• Pride in having the ability to guide colleagues
• Assurance that results can be continuously produced even amid change

Such confidence becomes great support in demonstrating leadership.
Particularly for transformational leaders, confidence is indispensable.
Unwavering confidence is necessary to set high ideals and guide organizations.
Of course, it takes a certain amount of time to gain confidence.
It is said to take over two and a half years to gain lessons from difficult experiences and confirm one’s abilities.
Through overcoming difficulties, one can deepen their confidence as a leader.

Leader Training: Leadership Development Requires a Certain Amount of Time

It is said that developing leadership requires a certain amount of time.
It is believed that it takes more than two and a half years to learn lessons from difficult experiences and confirm one’s abilities.
Leadership development includes the following processes:

• Facing difficult experiences and going through trial and error
• Drawing lessons from experiences and being able to articulate them in your own words
• Applying the lessons learned to the next opportunity and demonstrating your abilities
• Converting the confidence gained from demonstrating abilities into self-assurance

Through this process, leadership grows little by little.
It can be said that developing leadership overnight is difficult.
In particular, it is believed that verbalizing one’s experiences and deriving lessons takes time.
Reflection and introspection are essential for learning from experiences.
The work of objectively viewing one’s actions and finding areas for improvement is required.
By repeating such reflection, the insight necessary for leadership is cultivated.
“Leader training” is considered to require a certain amount of time.
It is important to have a long-term perspective rather than seeking results in a short period.
It is required to polish leadership through accumulating difficult experiences and repeating reflection.

Leader Training: People with High Learning Motivation Are More Likely to Develop Leadership

People with high learning motivation are considered more likely to develop leadership.
The attitude of trying to learn much from difficult experiences promotes leadership development.
Even when experiencing similar situations, the amount learned varies from person to person.
In particular, people with the following characteristics are said to be able to learn much from experiences:

1. Strong goal achievement orientation and emphasis on learning
2. Value customer perspective and emphasize building trust relationships
3. Strong desire to be relied upon by others and to be useful

People with such characteristics try to absorb the lessons gained from experiences to the maximum extent.
Because their motivation to learn is high, they can view difficult experiences as opportunities for growth.
For example, people with high learning goal orientation are said to actively tackle high-difficulty work.
They consider it an opportunity to enhance their abilities and actively take on challenges.
As a result, they can steadily improve their skills and connect this to leadership development.
By wanting to be someone others can rely on, the motivation to enhance leadership abilities is born.
It is important to maintain motivation for learning and try to gain nourishment for growth even from difficult experiences.

クリエイティブ社員が会社を成長！重要なのは学習目標志向

Leader Training: People with Strong Customer Orientation Are More Likely to Demonstrate Leadership

People with strong customer orientation tend to demonstrate leadership more easily.
People who can accurately grasp needs have the power to involve those around them.
People with strong customer orientation are considered to have the following characteristics:

• Can think about things from the customer’s perspective
• Value building trust relationships with customers above all else
• Actively take action toward improving customer satisfaction

People with such characteristics can be said to easily demonstrate leadership that represents customers’ feelings and encourages action.
By having a customer perspective, they can clearly show the direction the organization should head.
Also, the attitude of valuing trust relationships with customers is considered to easily evoke empathy from those around them.
People naturally gather around leaders who have a customer-first mindset.
The passionate approach toward improving customer satisfaction becomes a great force that moves others.
Subordinates also learn the importance of customer orientation by watching their leader’s back.
The attitude of having a customer perspective and emphasizing the building of trust relationships can be said to be an essential element for demonstrating leadership.
By thoroughly implementing customer orientation, one can demonstrate leadership that involves those around them and produces results.

Leader Training: Motivation to Contribute to Others Supports Leadership Development

The motivation to be useful to others is considered to support leadership development.
By wanting to be someone others can rely on, the motivation to enhance leadership abilities is born.
People with high motivation to contribute to others are said to have the following characteristics:

• Feel joy in being relied upon by people
• Find fulfillment in supporting others’ growth
• Dedicate their efforts to creating team results

People with such characteristics are considered to be active in leadership development.
The desire to be relied upon by others becomes the driving force for self-growth.
They will strive to enhance their abilities in order to become people who can be useful to those around them.
The attitude of valuing above all else the support of subordinates’ growth can be said to be an important quality required of leaders.
Leaders who can draw out subordinates’ potential and provide support to help them demonstrate their abilities to the fullest can earn high trust from the organization.
The attitude of working hard toward creating results for the entire team also greatly contributes to leadership development.
This is because leaders who can unite individual strengths and maximize team power are indispensable to organizations.
It is important to devote effort to self-growth in order to become someone who is relied upon and trusted by those around you.

Leader Training: Experiences of Moderate Difficulty Are Optimal for Leadership Improvement

To enhance leadership abilities, experiences of moderate difficulty are considered most effective.
Experiences with excessively high hurdles are unlikely to lead to leadership development.
Experiences of appropriate difficulty are said to have the following characteristics:

• Difficulties that exceed one’s abilities but are at a level that can somehow be managed
• Challenges where solutions can be found through creativity and ingenuity
• Work where results can gradually be achieved through repeated trial and error

Such experiences are considered ideal for leadership training.
By facing difficulties that exceed one’s own abilities, one can truly understand the necessity of demonstrating leadership.
Through creative ingenuity and seeking breakthrough solutions, one can polish their abilities as a leader.
Moreover, the sense of achievement when producing results after trial and error becomes a major driving force for leadership development.
The confidence gained from overcoming difficulties enhances motivation for the next challenge.
On the other hand, extremely high-difficulty experiences are said to have adverse effects on leadership development.
This is because being placed in situations where the hurdle is too high to handle may cause one to lose confidence.
Accumulating experiences with appropriate levels of difficulty is considered essential for leadership development.

Furthermore, there are personalities suited for leaders. We introduce them here.

「リーダーの性格」向いてるのはどんな人？論文で解説！

Points to be Careful About in Leadership Training

Misuse of Leadership Has the Risk of Overworking Followers

Misusing leadership carries the risk of overworking followers.
Even if one acquires transformational leadership techniques, without accompanying ethical standards, it could negatively affect subordinates.
Examples of misusing leadership include the following:

• Manipulating subordinates for selfish purposes
• Using subordinates to show off one’s power
• Trying to dominate subordinates with a high-handed attitude

Under such leaders, subordinates’ motivation declines and organizational morale drops.
Leaders who treat subordinates as personal property and use them as convenient tools cause great damage to the organization.
“Charisma,” a characteristic of transformational leadership, also has negative effects when misused.
This is because there is a risk of leaders appearing who try to brainwash subordinates using charisma and make them compliant.
Strong ethical standards are essential for properly utilizing leadership.
Respecting subordinates and supporting them through appropriate methods is most important.
Misuse of leadership risks exhausting followers and causing organizational decline.
It can be said that leaders are required to have high ethical standards.

Leaders Lacking Ethics Have Negative Effects on Organizations

Leaders lacking ethics have major negative effects on organizations.
If one only acquires leadership techniques without accompanying ethical behavior, both subordinates and the company will suffer.
Characteristics of leaders lacking ethics include the following:

• Prioritizing only their own interests without considering subordinates’ positions
• Ignoring rules and being comfortable with wrongdoing
• Blaming all failures on subordinates and not taking responsibility

Under such leaders, subordinates become exhausted and morale declines.
This is because they cannot trust the leader and lose motivation for work.
Furthermore, if there are leaders who engage in wrongdoing, organizational trust will also collapse.
There is a risk that the company’s reputation will be damaged and excellent talent will leave.
Leaders lacking ethics may produce short-term results.
However, from a long-term perspective, they can be said to be entities that shake the organization’s foundation.
Ethics education is considered an indispensable element in leadership development.
Developing leaders who have high ethical standards and can take exemplary actions is most important.

サイコパス上司は存在だけで部下に悪影響！対処法など解説

Leaders Need the Humility to Listen to Opposing Opinions

Leaders are required to have the humility to listen to opposing opinions.
It is important to be able to accept diverse opinions without being fixated on one’s own ideas.
Transformational leaders have the power to set high ideals and involve those around them.
However, there is also the risk of sometimes becoming dogmatic.
There is a danger of becoming intoxicated with one’s own vision and no longer listening to others’ opinions.
To prevent such situations, the following attitudes are considered important:

• Sincerely listening to opinions that differ from one’s own
• Positively accepting critical opinions and connecting them to improvements
• Approaching everyone with a humble attitude

Listening to opposing opinions is very important for leaders.
By being exposed to diverse perspectives, one can broaden and deepen their own thinking.
Even critical opinions always have something to learn from.
Leaders who can humbly listen and acknowledge their own shortcomings earn deep trust from subordinates.
When leaders show an attitude of accepting opposing opinions, it can be said to have a positive effect on the entire organization.
This is because it creates an open organizational culture where everyone can freely express opinions.
It is considered that the most important thing for leaders is an attitude that does not forget humility.
Not being fixated on one’s own ideas and listening to diverse opinions is the secret to keeping an organization healthy.

正直・謙虚さとは？HEXACO診断・MBTIとの関連など

It’s Important to Be Mindful of Delegating Authority to Subordinates

Leaders need to be mindful of delegating authority to subordinates.
Rather than taking on everything themselves, it is most important to trust subordinates and delegate to them.
Transformational leaders have the power to set high ideals and guide those around them.
However, there are limits to leaders trying to accomplish everything with their own hands.
To maximize organizational strength, utilizing subordinates’ abilities is essential.
To smoothly proceed with delegation of authority, the following initiatives are considered important:

• Assessing subordinates’ abilities and aptitudes and assigning appropriate work
• Regularly checking the progress of delegated work
• Following up when subordinates fail and supporting their growth

Delegating work to subordinates has great benefits for leaders.
This is because it allows them to create time for themselves and focus on more important work.
It also leads to increased motivation among subordinates.
Subordinates can achieve significant growth by taking responsibility for the work assigned to them.
Of course, delegation of authority also carries the risk of failure.
There is always the possibility that subordinates may not produce the expected results.
Even so, it is important to continue delegating without fear of failure.
This is because failure experiences also become important opportunities to promote the growth of subordinates.
Leaders are required to maximize organizational strength through delegating authority to subordinates.
By trusting and delegating to subordinates, both the leader and the organization can achieve growth together.

Leadership Training Summary

In this article, we have explained the key points and considerations for developing transformational leaders.

To develop transformational leaders, it is important to provide them with breakthrough experiences.

Through facing and overcoming difficult experiences, the qualities necessary for leadership are developed.
However, there are individual differences in the ability to learn from experience.

People with high learning motivation and strong customer orientation and desire to contribute to others tend to be more likely to demonstrate leadership.

Practical leadership training that differs from conventional training is required.

We hope that you will learn about leadership and put it into practice.

※This article references the following book.