Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Learning & Development Track: Lessons from Leadership Development. Presented by Dr Tienie Ehlers, Human Resources Development Manager, SAB
#astdza2015
Leland Sandler: Leadership and Succession DevelopmentLeland Sandler
Leland Sandler's presentation on managing talent in the pharmaceutical industry. This presentation goes over leadership & succession development. More specifically, what it is, and how we do it. Visit http://lelandsandler.com/ for more information.
Leadership By Levels is a unique development program which will ensure that your managerial leaders hit the ground running as soon as they are promoted.
Our program goes beyond conventional development, focussing on the differences in work complexity at each organizational level and enabling participants to develop higher levels required of cognitive capability and socio-emotional maturity.
This program will give organizations the framework for a sustainable leadership talent strategy.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
ELC 2015 Innovative Leadership Development pre conference workshop slidesChris Jansen
One day pre-conference workshop at EARCOS Leadership Conference in Bangkok Nov 2015. Co-facilitating with Brian O'Maoileoin, Primary Principal from United World College (Singapore - Dover).
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Learning & Development Track: Lessons from Leadership Development. Presented by Dr Tienie Ehlers, Human Resources Development Manager, SAB
#astdza2015
Leland Sandler: Leadership and Succession DevelopmentLeland Sandler
Leland Sandler's presentation on managing talent in the pharmaceutical industry. This presentation goes over leadership & succession development. More specifically, what it is, and how we do it. Visit http://lelandsandler.com/ for more information.
Leadership By Levels is a unique development program which will ensure that your managerial leaders hit the ground running as soon as they are promoted.
Our program goes beyond conventional development, focussing on the differences in work complexity at each organizational level and enabling participants to develop higher levels required of cognitive capability and socio-emotional maturity.
This program will give organizations the framework for a sustainable leadership talent strategy.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
ELC 2015 Innovative Leadership Development pre conference workshop slidesChris Jansen
One day pre-conference workshop at EARCOS Leadership Conference in Bangkok Nov 2015. Co-facilitating with Brian O'Maoileoin, Primary Principal from United World College (Singapore - Dover).
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Leaders can be divided into three categories: the emerging leader, the developing leader, and the strategic leader. Each category is faced with specific challenges. Once these can be identified and overcome, the leader can move to a higher category. This presentation lists the challenges that face each type of leader, and what coaching conversations to have.
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Team Leaders" and will show you why leadership is the key factor in developing and building successful teams.
Team Building Information for Leadership Development at The Banff CentreJerry McGrath
Our sessions are geared towards learning through engagement and experience. The Banff Centre offers a unique array of interactive team building options and creative experiences.
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Leaders can be divided into three categories: the emerging leader, the developing leader, and the strategic leader. Each category is faced with specific challenges. Once these can be identified and overcome, the leader can move to a higher category. This presentation lists the challenges that face each type of leader, and what coaching conversations to have.
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Team Leaders" and will show you why leadership is the key factor in developing and building successful teams.
Team Building Information for Leadership Development at The Banff CentreJerry McGrath
Our sessions are geared towards learning through engagement and experience. The Banff Centre offers a unique array of interactive team building options and creative experiences.
What is Creativity made of? Where do ideas come from, and how can you get more of them? How can you make them better? What happens when there is no box to think outside of? Jason Theodor, a long-standing Creative Director in the digital advertising world, has asked himself these questions for years. These are his observations from the field, and his tools for ideation.
This presentation breaks down the creative method and explores the fundamental elements of creativity. It describes multiple systems for idea generation, problem solving, and originality. It emphasizes the importance of routines, explains appropriate brainstorming techniques, and much more: all with unexpected examples and takeaways.
If you want to live a more creative life, or give yourself an edge in the Age of Ideas, this presentation is a must see.
If we could go back in time we would give these famous figures the FourSight assessment and find out their thinking preferences. But based on their words and achievements, here are our best guesses ...
Diverge to Converge: The Integrated Future of PRChris Kemper
Convergence
con•ver•gence
Noun
“The merging of distinct technologies, industries, or devices into a unified whole.”
Ten years ago, we all had different pieces of equipment to serve different purposes. You may have owned a computer, phone, GPS device, television, gaming device, calendar, Rolodex, camera, and video camera.
As all of these tools have integrated into one device, so have the tools within the marketing umbrella come together like never before. Advertising, marketing, media buying, branding, public relations and media relations have converged. And now more than ever, public relations professionals need to not only be experts in leveraging the tools of the PR trade, but also must know how to integrate other tools to meet strategic goals.
The Scripps National Spelling Bee has been around since 1925, but its work is decidedly modern. In this presentation, Chris Kemper provided an inside look into how the Scripps National Spelling Bee leverages paid, owned and earned assets and how it took Twitter by storm in May and June.
Chris Kemper is an award-winning marketing-communications professional with more than 15 years of experience.
Surrounded By Genius: Practical Advice On Creative LeadershipKelsey Ruger
We live in a world of constant change. That change is shifting the way businesses compete, reshaping our careers and forcing us to rethink the terms "talent" and "leadership". Many people in creative fields struggle to manage their careers or effectively help their team members grow theirs because some common "best practices" just don't fit in our changing world. How do great creative leaders cut through the change and chaos to find opportunities to help their team and company succeed? By finding ways to uncap creativity and execute on opportunities that cultivate their creative leadership. This isn’t easy: Creative people don’t want to be led in the same way as other employees. Find out how to deal with the growing need for creative leadership and how you can create the right environment for those skill sets to thrive.
A presentation by innovation strategist Peter Zapf, a certified FourSight facilitator, that provides and overview of the FourSight innovation profiles and related tips to develop creative problem solving skills.
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Public and in-house workshop led by Jim Clemmer. Next public session in Toronto January 15, 2019. Full details and registration http://www.clemmergroup.com/events/leadership-coaching-workshops/
The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan.
Provides an overall project summary which includes prepare their people leader’s role in the company’s learning culture, strengthening the leader’s abilities to support the Future of Work skill development of their team members. It also includes a project overview (objectives, planning assumptions, design concept, project outline, basic evaluation plan, and change management plan
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
Developing The Coaching Skills of Your Managers and Leaders BizLibrary
Developing effective coaches in your organization is critical to its success. When armed with effective coaching skills and the inclination to coach workers regularly, managers and supervisors can dramatically uplift business results and the performance and lives of their workers.
According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21 percent compared to those who never coach.
Join BizLibrary's Libby Mullen, as she uncovers key elements of training you can implement to develop leaders that are able to create measurable differences in performance through coaching.
You will learn:
- The difference between coaching and mentoring
- How to assess, match and apply key coaching skills to align with specific employees and situations
- How to develop the most effective coaching models for your organization
- Skills development exercises to include in your training design
A "coaches’ toolkit" that includes emerging competencies for managers and leaders
The WILD Network's partners with EthicalCoach to deliver 1:1 pro-bono Leadership Coaching.
EthicalCoach is a bridge between world-class coaches and nonprofit organizations. Delivering resources and tools that build leadership capacity within nonprofits, enabling them to increase their impact and serve more people in need. Recognizing that these global challenges affect us all, EthicalCoach reaches around the world to engage coaches and non-profit, social impact and other related organizations.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
Similar to Foursight Presentation on Leadership Development Program Offerings (20)
Foursight Presentation on Leadership Development Program Offerings
1. Developing Leaders In A VUCA
World
Presented by Judy Laws, PhD, Foursight
Consulting Group Inc.
2. Leadership in A VUCA World
2
Source: Vijay Kambhammettu, 2014,
http://www.entroids.com/blog/startups-in-the-vuca-world/
3. Why is Leadership Development
Important?
3
• Leaders are made rather than born
• Leadership development provides employees with the
opportunity to improve their skills, develop their talents,
manage their weaknesses, and reinforce their ability to
use their personal knowledge and organization resources.
• There is a strong correlation between leadership practices
and employee satisfaction scores and subsequent
customer satisfaction scores
• Young workers are interested in joining organizations that
are willing to develop them and boost their careers.
4. Why Leadership Development
Programs Fail?
• Overlooking context
• Decoupling reflection from real work
• Underestimating mind-sets
• Failing to measure results
6. Five Leadership Development Options
to Consider
1. Leadership Development Training Program
2. Coaching with 360° Feedback Tool – Individual
Sessions
3. Coaching with 360° Feedback Tool - Group Sessions
4. Team Coaching
5. Creating a Coaching Culture
7. Leadership Development Training
Program
• Customized leadership development training program
based on areas identified requiring development e.g.
• Leading Teams to Higher Performance
• Unleashing Creative Leadership
• Collaboration Skills
• Managing Change
• Communication Toolbox
• Modular design (1 – 2 days a month; 8 – 12 days total)
• Action Learning / application activities
• Assessments for self-awareness
8. Case Study: Professional Certificate in
Leadership & Collaboration
• Purpose: To complement the Practice Leads’ knowledge base, while
providing additional expertise and perspective in the areas of leadership,
communications, innovation, change management and collaboration.
• Program Details:
• 9-day program (2+2+2+1) from August 2015 – June 2016
• Modules included:
• Rethinking & Improving Personal Leadership / Managing Differences
• Communication Skills Toolbox
• Consulting for Results & Managing Change
• Leading Teams to Higher Performance
• Strategic & Innovative Thinking Toolbox / Program Certification Simulation
• Program Feedback:
• Fantastic program, well structured and very relevant.
• Great content, well structured and excellent instructors.
• I found it timely, informative and provided tools and skills which can be used daily in my work.
• Very happy with the array of tools we learned. Nice that there were both theoretical and tangible
examples.
• Very satisfied; looking forward to using this knowledge now and building on it in the future.
9. Coaching with 360° Feedback Tool
Individual Sessions:
•Introduction to program and 360° Feedback Tool
•Debrief meeting - 360° Feedback Tool
•Meeting(s) with employee’s manager / key
stakeholders to identify development areas for
employee to work on
•2 – 3 coaching sessions with employee to work on
identified areas of development and action plan
•Meeting with manager and employee to discuss
progress and next steps
10. Case Study: Coaching with 360°
Feedback Tool
• Purpose: To help Derek prepare him for an executive role and enhance his
leadership capabilities. As part of the coaching process, utilized results from
Derek’s 360° Feedback assessment to ensure his development plan was
focused on areas that would have impact in his current and future role in
Finance.
• Client Feedback:
• I have been using Judy as my coach for over a year now. I initially reached out to her to help
me advance my career by preparing me for an executive role. As I started working with Judy I
immediately recognized the value that she would bring to me both professionally as well as
personally. Her coaching qualities that most resonate with me are her caring nature, her ability
to listen and act as a sounding board for my ideas and finally her ability to help me discover that
the answer to most problems comes from within myself. Judy has helped coach me in a number
of aspects of my professional career. Specifically, as a result of Judy’s coaching I have been
able to create an environment that transformed my staff into a high performing team, she has
helped me gain the confidence to interact effectively with senior executives and most
importantly she has provided me with the skills to achieve a greater awareness of myself.
Coaching is very much a journey about one’s self and I am glad to have Judy Laws along this
journey with me. Judy is without a doubt, my biggest cheerleader. If anyone is looking for a
coach that is able to meld theoretical concepts with practical experience I highly recommend
her.
11. Coaching with 360° Feedback Tool
Group Sessions:
•Group meeting to introduce program and 360°
Feedback Tool
•Group meeting to debrief of 360° Feedback Tool
•Meeting(s) with employee’s manager / key
stakeholders to identify development areas for
employee to work on
•2 – 3 coaching sessions with employee to work on
identified areas of development and action plan
•Meeting with manager and employee to discuss
progress and next steps
12. Team Coaching
• Team coach works with a whole team, both when
they are together and when they are apart, in
order to help them:
• Improve their collective performance
• How they work together
• How they develop their collective leadership to more effectively
engage with all their key stakeholder groups
To jointly transform the wider business
13. Case Study: Team Coaching
• Purpose: To assess and facilitate growth of each of the one-on-one relationships
amongst the BMC members in order to improve effectiveness of working relationships
leading to maximizing collaboration and team effectiveness in strategic decision
making and how off-line (non-group) situations are dealt with.
• Approach:
• Phase 1: 36 pair interviews and questionnaire completion to:
• Understand the nature & effectiveness of current relationships
• Build relationship map to determine effectiveness of BMC’s current relationship network
• Phase 2: Group Debrief session (6 hours) to:
• Build Awareness of Group strengths, challenges by enabling them to explore the data &
draw their own conclusions
• Phase 3a: Individual Debrief and coaching
• For each member of the BMC, build awareness of their relationship strengths, challenges
and common themes and coach them on how to leverage their strengths and how to
improve
• Phase 3b: Director Review – to provide summary key finding from phase 1 – 3a and a status of
relationship building
• Phase 4: Facilitated Pair Discussions to implement and support the relationship action plans
• Outcomes: Improved working relationships and action plans to enable change
14. Creating a Coaching Culture Program
• A coaching culture is a place where…
• Authentic leaders have amazing conversations that generate
improved results
• We understand that the support for the solution is embedded in
those around us
• Listening, and hearing, is the key to greater performance
• We can help you avoid common mistakes when
developing a coaching culture by identifying where you
are now and what needs to be done to create a
successful coaching culture
Paraphrase:
Today’s world for leaders is sometimes described with this acronym – VUCA. – Volatility, Uncertainty, Complexity and Ambiguity.
Walk through the information in the slide, with a particular emphasis on the right hand column in the slide. Engage participants in discussion, such as “what does this look like?” or “why can this be difficult sometimes?”
Link these leadership demands of Vision, Understanding, Clarity and Agility to the integration of Design Thinking practice with Leadership, and the core of this session.
Transition to next slide: Link to change.
If leaders are truly made rather than born, how are you creating new leaders in your organization? Every organization understands the value of leadership, and any employee being led can tell you whether or not their company has effective leadership. The most important thing to understand about great leadership development is that it is not a program. Great leadership development is a strategy and culture.
“As a company, we’ve been looking at the connection between leadership practices, employee work passion, customer devotion, and an organization’s bottom line. What we’ve found is that there is a clear connection between the quality of an organization’s leadership practices—as perceived by employees—and subsequent intentions by employees to stay with an organization, perform at a high level, and apply discretionary effort.”
In the earliest stages of planning a leadership initiative, companies should ask themselves a simple question: what, precisely, is this program for? Focusing on context inevitably means equipping leaders with a small number of competencies (two to three) that will make a significant difference to performance. We have found that when a company cuts through the noise to identify a small number of leadership capabilities essential for success in its business—such as high-quality decision making or stronger coaching skills—it achieves far better outcomes.
Tie leadership development to real on-the-job projects that have a business impact and improve learning.
Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do. Doing so can be uncomfortable for participants, program trainers, mentors, and bosses—but if there isn’t a significant degree of discomfort, the chances are that the behavior won’t change. Just as a coach would view an athlete’s muscle pain as a proper response to training, leaders who are stretching themselves should also feel some discomfort as they struggle to reach new levels of leadership performance.
One approach is to assess the extent of behavioral change, perhaps through a 360 degree–feedback exercise at the beginning of a program and followed by another one after 6 to 12 months. Another approach is to monitor participants’ career development after the training. try to monitor the business impact, especially when training is tied to breakthrough projects.
Source: http://www.mckinsey.com/global-themes/leadership/why-leadership-development-programs-fail