A successful leadership development programme will help take your business to the next level. It will help those individuals at the top of your organisation to learn and grow, developing their approach to management and enhancing their ability to work together towards common goals.
In today’s blog post we’re highlighting practical and actionable insights on what makes a successful leadership development programme. We’re discussing the best practices and key elements of any programme, whilst outlining how to ensure that it best serves the specific, unique needs of your organisation.
There are several key elements to any successful leadership development programme. Firstly, you need to establish a clear leadership competency model. This will then provide the framework for all future development.
You can then use assessment tools to help identify areas where improvement will be most welcome, before creating a personalised development plan.
Tools will include psychometric tests such as the Myers Briggs Type Indicator, 360-degree feedback, and other methods, which help to assess leadership skills, personality traits, and behavioural patterns.
Another essential component of the programme is the use of training and coaching. This will help provide theoretical knowledge to your team and help them with the practical application of this theory.
It is also vital that you establish a support network, so leaders can connect with peers and mentors allowing for ongoing learning and development.
Finally, ongoing evaluation and improvement is vital to ensure that the programme is meeting its objectives and coping with changing business needs.
Tailoring a leadership development programme to fit the specific needs of a business is entirely crucial for its success.
Firstly, it is vital that you understand the organisation’s vision, values, and strategy, on top of any specific existing leadership development initiatives. You’ll also want to assess the current leadership culture and identify areas for improvement.
Once you understand these factors, you can design the programme to build upon these foundations and address any specific skills or competencies that are needed.
Throughout the design and implementation process you should involve key stakeholders, such as leadership and HR representatives, to help ensure alignment with the company's overall goals and culture.
Throughout this you’ll want to consider the learning preference of the participants, using a variety of delivery methods to help them learn and grow. You can also incorporate the company’s unique language and case studies to further increase relevance and engagement.
You can then continually evaluate the programme and use feedback to fine-tune the process over time.
By taking these factors into account you will end up with more engaged and effective leaders who are better equipped to drive the company forward.
In order to measure the success of your leadership development programme you may wish to:
Over the years we have had the pleasure of working with a number of leadership teams from industry-leading organisations, such as Juro and Influencer.
During this time we’ve worked with these teams to understand how they work before looking at how to help them improve. We’ve helped develop increased personal awareness using the Myers Briggs Type Indicator, which we have also used to help guide our plans for improvement.
Our team works with clients to create an open and honest environment where all team members are happy to give and receive feedback. We then facilitate activities to help develop team trust and enhance communication. Through this, and the use of continual feedback, we’re able to start to explore the ways of working more effectively as a team.
We also strive to create an environment where delegates are comfortable discussing their strengths and weaknesses, sharing their insecurities, whilst receiving feedback from the group.
Through our Force Field Analysis exercise, we will find the team’s most important goal and understand what is getting in their way of achieving it.
We can then help the team come up with their own action plan and commitment that they can use to take the business to its next stage of development.
After working with Influencer, they were extremely happy with the service we provided saying: “I am so glad AIG came into my professional (and personal) life! Peter came in and facilitated an exec offsite for my team.
“His energy, coaching style, and knowledge were golden, and we cannot recommend the session for your leadership team enough. We have taken so much from the session and it has certainly contributed to positive change at Influencer.”
We also worked with Juro, who said: “Their team had a great understanding of our business challenges and people. If you are looking for a facilitator or someone external to help coach your leadership team, you can find them at AIG.”
If you would like to learn more about this topic or you would like to speak to us about helping you to create your own successful leadership development programme, then reach out today. You can contact the team here or by giving us a call on 020 3744 2444.
Written by Adam Rowden, creative copywriter at alterniq inspired growth<< Return to Insight page