Is a Leadership Development Program Right for You?

Leadership

The future of your company depends on your leaders. Help them grow wise, powerful, and accountable. Develop them, or watch them leave. Learn to actively engage your workforce.

Nurture Leaders Within Your Organization, or Watch Them Leave.

Is your company facing significant challenges which impact leaders and the ability of your organization to grow?

Are you experiencing

  1. Intense competition in the market?
  2. Good people leaving?
  3. Complaining customers
  4. Disconnected company culture?
  5. Sluggish productivity?
  6. Haphazard teamwork?
  7. Lack of accountibiity?

Align Leadership Development with your Business Goals

Take your company to the next level.

Leadership Development for your people requires time and effort.  Exposure to concepts is the beginning, followed by opportunities to practice new mindsets and skills, and then encouragement to apply these in the workplace.  Senior managers create an accountability context by hosting events, modeling desired changes, and providing oversight to support inculcation of the new ideas and behaviors.

The Leadership Development Program

Are you ready to invest in your company’s future?  A robust approach to curriulum construction can provide the high-impact development required to move leadership to the next level.  The following approach using five phases has shown success:  I-Needs Assessment, II-Design, III-Develop, IV-Deliver, V-Validate & Sustain.

Leadership Development Program

Phase 1:  Needs Assessment

Determined through data collection (surveys, interviews, etc.).  Determine outcomes – account for leadership expectations and biases, ensure tie-in to the business.

Phase 2:  Design

– priorities and delivery approach chosen, topic area validation.

Phase 3:  Development

Learning module creation

Phase 4:  Delivery

Pilot curriculum with company participants

Phase 5:  Validate and Sustain

Sustainability Symposium - Lyon France

The best leadership programs yield leaders who can tackle a given organization’s current and future business challenges to create a competitive advantage.  A key ingredient to success is the linkage of the “development” to the company’s specific business challenges and unique culture.

Topics typically requested for program inclusion are

Self-Mastery

  • Emotional Intelligence
  • Communication / Crucial Conversations
  • Managerial Courage: Actively Managing Conflict
  • Influencing With / Without Authority

Developing Employees

  • Leading and Motivating

Performance Management

  • Supervisory Skills
  • Caring Confrontation
  • Recognition

Driving Teams

  • High Performance
  • Cross Cultural Teams
  • Leading Dispersed Teams

Creating the Company Culture

  • Vision – Mission – Goals – Values
  • Business Process Improvement
Performance Mgt Seminar

Design Assumptions

  • Use real life examples and situations, drawn from the company, whenever possible.
    • Legendary stories
    • Senior management role modeling
    • Problem solving real dilemmas in small groups
  • Use assessment instruments, so leaders have real-time data on themselves and their employees to build self-awareness/mastery and develop action plans
  • Bias toward action learning and use of real company improvement projects
  • Build capability for the front line to lead change and manage performance, as well as develop internal resources to sustain/refine the curriculum to leverage learning for business results
  • Behavior change takes time – people need time to learn, reflect and act in new ways. Memorizing a conceptual framework is easy for an educated workforce such as  engineers, finance, and scientists.  Behavior change is more demanding and requires time for practice and experimentation.
    • Time frames/days for Learning Modules: minimums required for people to build capability to think and act differently.
    • Program duration:  Delivered to maintain interest and momentum
“Prepare the new crop of managers to succeed–or watch them leave you.”
Miriam Lacey, Ph.D.
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