SMEs should embrace shadowing to train, and to learn

The shadowing experience is relatively inexpensive and gives individuals the freedom to learn at their own pace and style.

There are many programmes on leadership that are well designed and include executive coaching, classroom sessions, offsite, and so on. However, it is often not suitable for companies at a turning point or in crisis because it comes with a hefty price tag. There is a simple way for small and medium enterprises (SMEs) to develop leadership. Get your people to shadow senior leaders. It will improve the connection and engagement. It will be a rewarding experience for both the leaders and the person shadowing them.

There is no fixed duration for a shadowing experience. It can last from as short as half a day to as long as two days. They can be designed in different ways. One is where the shadow observes the leader’s natural way of performing a specific activity almost invisibly. This is often called the fly-on-the-wall experience. The controlled way is where the shadow gets an insight into a specific journey or activity of the leader. This could be a board meeting, an important market visit, or a client/vendor interaction. There can also be a hybrid method.

This article will focus more on the shadow, who is going to be learning from the leader, instead of the leader learning from the feedback of a shadow. In the next column, we will cover how leaders can learn from shadowing. So before you start your shadowing assignment, set some ground rules. Also, make sure you are well-informed about the leader before you start shadowing. Do some research about the leader – look at the leader’s interviews and videos, if any. Prepare a list of questions to ask the leader; however, make sure that these are not generic questions to which answers are easy to find.

Since you will be shadowing the leader during the workday, take lots of notes. Also, establish a protocol with the leader as to when you can interrupt him/her and when you are expected to be a silent observer. When can you schedule a session to discuss your observations and queries in detail? Being armed with all this information beforehand enables you to get the most benefit out of your shadow assignment. Also, most importantly, confirm the date and time of your shadow assignment with your host and remind them about it prior to the actual date.

Be ready to talk about yourself. Some of the people you or your host meet will have questions for you. So be prepared to introduce yourself and answer questions about your career interests, your job profile, and the benefit of this shadow assignment for your career and for the organisation. Shadowing a top leader in your company can be a valuable opportunity to learn from their experiences, observe their thought and decision-making processes, and gain insights into their leadership style.

Here are some pointers to help you ensure a successful shadowing experience:

Understand your goals: Clarify your goals for the shadowing experience. What are you looking to learn from this exercise – Leadership skills, decision-making, strategic thinking, communication skills, or something else? Being clear about your objectives will help you focus your observations.

Plan ahead and bring the necessary materials: Coordinate with the leader's schedule and ensure you have a clear plan for the day. Discuss the timing of meetings, activities, and any potential sensitive matters that you should be aware of. Keep a notebook, a pen, and any relevant documents (such as a copy of the leader's agenda for the day) ready.

Be actively present: Be observant and pay close attention to the leader’s interactions, communication style, and way of handling challenges. Note any techniques, strategies, or habits that you find valuable. Ask questions of your leader at appropriate moments. These could range from questions about his/her career path and leadership philosophy to industry insights. Also, engage in active listening during meetings, conversations, and interactions.

Respect boundaries: Be respectful of the leader’s time and privacy while you shadow him/her. Avoid overstepping boundaries or asking personal questions about things outside of the professional space.

Reflect and review: Take some time to reflect on what you learned after your shadow assignment is over. Review your notes and think about how and where you can apply the insights in your own role and towards your career development.

Remember that the purpose of shadowing is not only to observe but also to learn and grow. It is necessary to approach the experience with an open mind and a willingness to absorb as much knowledge as possible. As a leader, get your people to shadow senior leaders. It will be a rewarding experience for the leader and the person shadowing. It is also a benefit for the leader, as he/she can get an insight into the pulse of the next generation of leaders and reduce the power distance between them and those on the lower rungs of the ladder.

The shadowing experience is relatively inexpensive and gives individuals the freedom to learn at their own pace and style.

(Muneer is a global expert columnist and Managing Director of CustomerLab Solutions, an innovative consulting firm delivering measureable results to clients. Gayatri is a senior HR expert and leadership coach. Twitter@MuneerMuh)