Unlocking Leadership Potential: Some lessons to share

For the past 5 years, I have had the privilege of participating in four leadership and advocacy training programmes. These programmes provided me with opportunities to work with participants from different parts of the community - commercial entities, the government, and non-profit organisations. Participants were at different career stages and came from various socio-economic backgrounds. Networking was my initial purpose for joining these programmes. However, as time has passed, my perspective has shifted.

Leadership and advocacy training programmes act as vehicles that facilitate participants in becoming impactful leaders through attitude and behavioural changes. Here, I would like to share some tips on how to reap the benefits of joining leadership and advocacy training programmes.

Tip 1: Overcome insecurities

Let me confess that every time I read the biographies of fellow participants, insecurities arise in my heart. Am I good enough when other participants have graduated from prestigious universities, hold senior positions, and are being groomed as leaders in their organisations?

Remember that when you are accepted into a programme, there is something that sets you apart from other candidates. This could be your domain expertise, your passion, or your achievements for specific social causes. In other words, everyone admitted to a programme has something unique to contribute. For example, I was not aware that I might be the only male neurodiversity advocate in the Asia-Pacific region until the programme team mentioned it.

Tip 2: Go to a new place

There are different types of leadership and advocacy training programmes. Yes, it is important to know who you are, but it is equally essential to be open-minded. For example, when I attended a leadership training workshop in Jakarta, Indonesia last year, I was the only person from Hong Kong in the programme. This experience allowed me to step out of my comfort zone. It involved experiencing the traffic jams in Indonesia, seeking help from a traffic police officer to stop cars for me to cross the street, talking to locals to learn about their views on the future of Indonesia, and engaging in advocacy work for the neurodivergent. Such training led me to a greater appreciation of the evolution of the transportation system, the Dutch influence on the country's development, and the balance between environmental protection, economic development, and community well-being in urban and rural Jakarta.

Tip 3: Set boundaries

Most programmes require participants to take time off work for a few days or even a week. With modern technology, participants can attend programmes and work simultaneously. In some cases, participants are expected to work before, during, and after the programme sessions. The paradox arises when an employer sends participants to attend such programmes, expecting a full commitment to the training. Why do some participants still take work calls when their employers have allowed them to attend the programme? In my experience, having management responsibilities often leads to receiving work-related meeting requests and facing urgent matters at work. However, with full-day training from 9 a.m. to 6 p.m., it is important to discuss with team members for work delegation and manage clients' expectations, such as response times and temporary contact persons.

In conclusion, to fully benefit from leadership and advocacy programmes, we need to move away from a siloed mindset. This requires making a deliberate effort to engage with people different from us, being proactive in sharing our views, reflecting on our lived experiences, and making the most of the programme to become the impactful individuals we aspire to be.