Better pathways for leadership development: Building agile leaders through deliberate practice
Think about the last time you faced an unexpected change at work—maybe a sudden shift in project priorities or a new technology that upended your usual processes. How did you respond? In our fast-paced environment, leaders must be ready to pivot at a moment’s notice, guiding their teams through these unpredictable scenarios.
Leadership agility has become more than just a desirable trait; it's essential for anyone who aims to effectively steer their team through the complexities of today’s business world. By embracing a mindset that welcomes adaptability and learning, leaders can transform challenges into opportunities, ensuring their teams not only survive but thrive amidst the chaos.
The foundation of leadership development: Deliberate practice
Leadership agility isn’t achieved by chance—it’s cultivated through deliberate practice, a focused effort to improve specific skills over time. Psychologist Anders Ericsson, who popularised the concept, describes deliberate practice as “the most effective way to get better: breaking down a skill into manageable parts, practising those parts individually, and getting feedback along the way” (Ericsson, 2016).
Effective practice begins with clarity. Leaders need to understand what the behaviours entail—how they manifest in real situations. Without this level of specificity, it’s challenging to assess whether any improvement is taking place.
“Intentional learners do not just consume knowledge—they actively apply it, experiment with it, and make adjustments along the way. This habit of learning, coupled with deliberate practice, is the foundation of leadership mastery”
Harvard Business Review, 2020
Global definitions of leadership agility behaviours
To effectively develop leadership agility, it’s crucial to first define what it involves. Research from global best practices highlights several key behaviours linked to effective leadership agility, including:
Self-awareness: The ability to recognise one's emotions, strengths, and weaknesses, allowing for better personal and team performance (Goldman, 2021).
Adaptability: The capacity to adjust strategies and approaches in response to changing circumstances (Predictive Index, 2023).
Emotional intelligence (EQ): The skill of managing one’s emotions and understanding those of others, crucial for building trust and collaboration (Goleman, 1995).
Can you truly practise self-awareness or adaptability? These abstract concepts often leave leaders without clear guidance on how to improve.
GRIST leadership agility behaviours
At GRIST, we define leadership agility behaviours with precision, ensuring they are observable, repeatable, predictive of success and 100% in control of the individual:
Self-awareness examples: Actively seeking feedback from team members and acknowledging mistakes openly. For example, a leader might say, “I didn’t handle that project timeline correctly—here’s how we’ll adjust.”
Adaptability examples: Revising strategies based on new data and adjusting communication styles to fit different team members’ needs. A practical example could be a leader stating, “Given the recent market changes, we need to pivot our strategy to stay competitive.”
Emotional intelligence examples: Practising paraphrasing the emotion ensures active listening and emotion regulation during key conversations. A leader might say, “I hear your concerns; let’s focus on what we can control and find a solution together.”
The GRIST approach effectively develops leadership agility by focusing on clear, observable behaviours that leaders can practice and refine. This simplifies the learning process while enhancing the likelihood of success, as leaders engage in targeted practice supported by real-time feedback, fostering a culture of continuous improvement within their teams.
Agility pathways in action: The role of incremental improvement
Leadership agility can also be cultivated through incremental improvements, often referred to as marginal gains. This concept, popularised by cycling coach Dave Brailsford, focuses on making small, consistent improvements across various leadership skills.
“The whole principle came from the idea that if you break down everything you could think of that goes into riding a bike and then improve it by 1%, you will get a significant increase when you put them all together”
Brailsford, 2012
In leadership, this concept translates into improving specific elements of communication, decision-making, or team management step by step. Tools like YakTrak enable leaders to track these behaviours in real time, providing feedback that allows for continuous improvement.
The role of feedback in this process cannot be overstated; studies show that leaders who receive real-time feedback are better able to self-correct, leading to faster growth and the development of new competencies (Cascio & Boudreau, 2011). Feedback boosts accountability and provides a framework for leaders to benchmark their progress against specific goals, making it an essential component of deliberate practice.
The skill acquisition: 10,000 hours vs. the 20-hour rule
Achieving mastery in leadership typically takes significant time; however, there are ways to accelerate skill development. The 10,000-hour rule, popularised by Malcolm Gladwell, suggests that it takes about 10,000 hours of practice to achieve expertise in any field.
So how much practice do you need to improve? The journey to leadership mastery varies for everyone, but the essential ingredient is practice. 10,000 hours represents years of deliberate practice, but is that focused dedication really what is required? We think not. It depends on your starting point. In our experience, 10 to 40 hours of deliberate practice may not deliver mastery, but it can yield significant results.
“It takes about 20 hours of focused, deliberate practice to break through the frustration barrier and begin to see significant results”
Kaufman, 2013
Conclusion: Leadership agility is built through deliberate practice
At GRIST, we believe that leadership agility is developed through specific, observable behaviours and built on a foundation of deliberate practice. Whether leaders focus on marginal gains or rapid skill acquisition, the key to success is intentional practice and continuous feedback.
Using tools like YakTrak, leaders can track their development, measure their progress, and see tangible improvements in their leadership capabilities. Leadership agility isn’t just about keeping up—it’s about continually growing and adapting to meet the challenges of today’s unpredictable environments.
Want to know more about effective leadership development? Explore our in-depth resources at GRIST to discover how tailored programs can enhance your leadership skills and drive organisational success. Learn more here.
