1,100 Words, 5-min read
Leadership doesn’t just happen overnight. It’s a journey—a process that unfolds over time as individuals grow, learn, and adapt. If you’ve ever wondered how leaders evolve from being promising potentials to effective influencers, then you’re in the right place. Today, we’re diving into the four phases of leadership development: Awareness, Understanding, Motivation and Ability, and Action, along with the crucial lateral dimensions of Context and Resources and Support.
Phase 1: Awareness
The journey begins with awareness—what I like to call the “light bulb moment.” This is when an individual first recognizes the need for leadership development, either within themselves or within their organization. It’s like standing at the foot of a mountain and realizing that reaching the summit will require more than just wishful thinking. You’ve got to be prepared, equipped, and most importantly, aware of the journey ahead.
Awareness often arises from a specific event or feedback—a performance review, a challenging project, or even a personal epiphany. It’s the phase where leaders start to ask themselves important questions: What does it mean to be a leader? Where do I stand right now? What skills or competencies do I need to develop? This phase is all about self-reflection and recognizing the gap between where you are and where you need to be.
But awareness isn’t just about identifying gaps; it’s also about identifying strengths. A crucial part of this phase is understanding what you already bring to the table and how those strengths can be leveraged in your leadership journey. Think of awareness as the foundation of a house—everything else is built on top of it.
Phase 2: Understanding
Once awareness is achieved, the next phase is understanding. This is where the rubber meets the road—the phase where individuals start to dig deeper into the competencies and skills they need to develop. It’s one thing to know you need to improve your communication skills; it’s another to understand how to do it effectively. Understanding is about connecting the dots between the abstract concepts of leadership and the practical steps needed to develop those competencies.
In this phase, leaders begin to explore the theories, models, and frameworks that underpin effective leadership. It’s like being in the classroom of leadership—reading, learning, and absorbing as much information as possible. But understanding isn’t just about intellectual knowledge; it’s also about emotional and attitudinal understanding. Leaders need to grasp not just what to do, but why it matters and how it aligns with their personal values and goals.
Imagine you’re learning to cook a new recipe. Awareness is knowing you need to improve your culinary skills; understanding is mastering the ingredients, techniques, and timing that go into making the dish. In leadership development, understanding provides the roadmap that guides the journey.
Phase 3: Motivation and Ability
With awareness and understanding under their belts, leaders enter the Motivation and Ability phase. This is where the desire to grow meets the capability to do so. Motivation is the inner drive that pushes leaders to pursue their development goals, while ability refers to the skills and competencies they’ve acquired and are continuing to refine.
In this phase, leaders begin to align their personal motivations with their leadership journey. They ask themselves critical questions: Why do I want to lead? What impact do I want to have? This is the phase where passion meets purpose, and where leaders start to see the connection between their personal aspirations and their leadership roles.
But motivation alone isn’t enough. Leaders also need the ability to translate their intentions into action. This is where the practice of leadership comes into play—leaders work on enhancing their skills, seeking feedback, and refining their approach. Think of this phase as the engine of leadership development—it’s what propels leaders forward, turning potential into performance.
Phase 4: Action
Finally, we arrive at the Action phase—the pinnacle of the leadership development journey. This is where leaders take the skills, competencies, and motivation they’ve developed and put them into full action. It’s not just about practicing in controlled environments anymore; it’s about leading in real-time, making decisions, and influencing others in meaningful ways.
The action phase is where leaders truly come into their own. They’re not just following a script—they’re adapting, innovating, and leading with confidence. This phase is about making a tangible impact, whether it’s driving organizational change, mentoring others, or achieving key business goals. It’s the phase where leadership development moves from theory and practice to real-world application.
Imagine a musician who has spent years learning their instrument. The action phase is their moment on stage, where they bring everything together—knowledge, skill, and passion—to create a memorable performance. In leadership, the action phase is where leaders step into the spotlight and make their mark.
The Lateral Dimensions: Context and Resources and Support
While the four phases of leadership development form the core of the journey, it’s essential to consider the two lateral dimensions that influence every step: Context and Resources and Support.
- Context: Leadership doesn’t happen in a vacuum. The context in which a leader operates—the organizational culture, the team dynamics, the external environment—greatly influences their development. Context shapes how leaders interpret challenges, make decisions, and interact with others. It’s like the climate in which a plant grows; even the most robust plant needs the right environment to thrive.
- Resources and Support: No leader develops in isolation. Access to resources—whether it’s training programs, mentorship, or a supportive network—plays a critical role in leadership development. Leaders need the right tools and support systems to succeed. This dimension is like the soil and nutrients that nourish a growing plant, providing the foundation for healthy growth.
Bringing It All Together
The four phases of leadership development—Awareness, Understanding, Motivation and Ability, and Action—along with the lateral dimensions of Context and Resources and Support, create a comprehensive framework for developing effective leaders. This journey is not linear; leaders may revisit these phases multiple times as they grow and evolve. The key is to recognize where you are in your journey and what you need to focus on to keep moving forward.
Leadership development is a continuous process. Even seasoned leaders find themselves cycling through these phases as they face new challenges and opportunities. The important thing is to stay committed to the journey, embrace each phase with an open mind, and remember that every step you take brings you closer to becoming the leader you aspire to be.
Postscript: Stay tuned for more insights on leadership development in upcoming blog posts. And if you’re eager to explore the nuances of the leadership journey further, don’t miss out on my book Leadership Velocity, available on Amazon.
Got questions or want to share your own leadership experiences? Feel free to drop me an email—I’m always up for a good conversation about what makes leadership tick!