And is developing leadership in the workplace really worthwhile?

Leadership is often defined as a process of social influence in which one person can enlist the aid and support of others in accomplishing a common task.

Some people hold influence due to political, physical, or financial power—or because of a title or legacy. They can pressure, persuade, or manipulate others into action. But that’s not the kind of leadership most organizations are seeking—or thriving under.

The leaders we admire and aim to grow are those who influence and inspire others naturally. You’ve seen this before: someone in your organization who doesn’t have a formal title, yet others gravitate toward them. Their opinion carries weight. They elevate the people around them.

That’s the kind of leadership worth investing in. And yes—it can be developed.

Leadership skills can be taught

Many leadership development programs focus on building specific competencies. At Choose People, we look for more than just professional polish—we look for capacity to truly lead.
Our approach to developing leadership in the workplace includes a focus on the following skills:

Leadership competencies:

• Ownership thinking and systems-level problem solving
• Comfort with financial literacy and key business metrics
• Strategic and innovative decision-making
• The ability to inspire, influence, and motivate others
• Creating a culture of accountability
• Navigating kind, candid, and constructive conversations
• Mentoring and coaching others
• Leading through change
• Fostering team collaboration
• Prioritizing the urgent without losing sight of the strategic
• Supporting others in being their best selves
• Communicating and integrating mission, vision, and values

Can these be taught? Yes. Can they be learned? Usually.
But here’s the twist—skills alone don’t make a person a leader.

Leadership is more than “doing leadership”

You can train someone in every single leadership skill on that list. They might even master them.
But that doesn’t mean others will follow them.

They might do leadership well—but that doesn’t necessarily mean they are a leader.

A true leader is trusted and respected—not just for what they do, but for who they are. For both their competency and their character.

The character of a leader matters, too

When developing leadership in the workplace, we pay just as much attention to character as we do to capability.

Leadership character traits:

• Self-awareness
• A growth-oriented leadership mindset
• Internal drive and initiative
• Courage, conviction, and confidence
• Willingness to be vulnerable and extend grace
• Integrity and authenticity
• Emotional intelligence
• Understanding of interdependence
• Charisma and humility

Can these traits be taught? Yes. Can they be learned? Sometimes.

What if someone doesn’t want to lead?

Recently a client asked me, “What if someone just doesn’t have what it takes to be a leader?”
My response: Don’t try to make them something they’re not.

Not everyone wants to lead at work—and thank goodness for that.
Some people step into leadership roles outside of work but prefer not to take on that responsibility at the office. That’s okay.

How do you know who’s ready for leadership development?

It’s tough to tell ahead of time who will thrive in leadership development. There are certainly filters and questions you can use to weed out poor candidates. But until you roll up your sleeves and start working with your potential leaders, it’s hard to know who your future “graduates” will be.

And one final note: if anyone claims they can guarantee to turn someone into a leader?
Run like the wind.

Curious how to start developing leadership in the workplace?
Explore how our culture workshops support authentic leadership development.