Leadership development is a process and not an event; so, what’s most important to include in your program for lasting, high impact improvement?
We recommend that an organization’s leadership development process include the following:
• Introductory and Periodic Leadership Training (such as workshops, seminars on relevant topics such, Roles and Responsibilities of Managers, Conscious and Results Oriented Communication, Leading Teams and Strategic Initiatives, Performance Management/Charting Accountabilities, Managing Competing Demands, Creating a Positive and Productive Workplace, Influence and Persuasion Skills, etc.
• Pre and post assessment (ideally personality and performance profiling) and developmental goal setting of the individual(s) and the group at large (if a management group is participating as a team)
• A Coaching and/or mentoring element throughout the program/process time period, both for individuals and the group, if relevant.
• Post program: Ongoing “alumni” or peer-to-peer group follow-up activities to promote skill transference and continued development through gathering lessons learned and the support and encouragement from those around you.
• Lastly, the mentoring element is a fabulous way for “graduates” or completers of the leadership program to continue to learn in a collaborative fashion. After a period (6months-1 year) they can then become mentors to those completing the program behind them. And, you can see how nicely this correlates with succession planning and positions your organization for growth.
copyright 2010 Kubica & LaForest
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