What type of meeting might an indirect leader organize to promote development?

An indirect leader often focuses on fostering personal growth and development within their team rather than directly managing every task or decision. Organizing feedback and support sessions is a proactive way to create a nurturing environment where team members feel valued and can express their thoughts on their progress and challenges.

These sessions provide an opportunity for constructive criticism and encouragement, allowing individuals to identify areas for improvement and growth. By establishing an open line of communication, the leader ensures that everyone receives the support they need to develop their skills and confidence. This collaborative approach aligns well with an indirect leadership style, as it emphasizes empowerment and personal development rather than strictly directive oversight.

In contrast, tactical planning meetings or operational performance reviews tend to focus more on processes and outcomes rather than individual growth. Annual performance appraisals, while important for assessing performance, are typically more formal and less about ongoing development and feedback in real-time. Therefore, feedback and support sessions are the most fitting type of meeting for an indirect leader aiming to promote personal and professional development among their team members.