Enjoy access to stage-based practices, step-by-step guides, and tools to build strategic HR programs.
Leadership Development (LD) is a business strategy-aligned approach that is structured around an idealized vision of the way in which leaders will conduct themselves and the business. It is driven by a defined view of what a company’s leadership looks like, how it behaves, drives performance, and supports the corporate vision, mission, and strategies. It defines how leaders will be viewed and experienced by their employees as well as what behaviors will be reinforced and rewarded.
The development programming at this level includes the use of formal assessments of leaders’ traits, capabilities, styles, and skillsets as well as how those are used to both define professional and personal learning and development requirements on an individual basis and drive performance as a manager or leader. Development is offered to leaders across levels – from executives down to supervisors – through programming that is tailored to each level of leader. This drives the development of individuals in a consistently messaged and reinforced manner throughout their leadership career journeys.
Leadership Development creates a cadre of business leaders at all levels who act in greater synch with corporate objectives and goals, allowing them to achieve business goals by leveraging management skill and capability gains to drive improved operational and business efficiencies and effectiveness. Their strategizing, planning, thinking, and actions are better aligned with corporate strategies as those evolve through the years. Through participation in sequenced (by career level) development programs, leaders build more robust internal networks for enhanced problem-solving, collaboration, and alignment of work efforts.
It also enables greater alignment with espoused corporate virtues and values, creating a more consistent experience for employees as they progress throughout their own careers. Such an experience can drive improvements in employee engagement and retention, motivation to exceed performance standards, and meeting of functional and corporate goals and objectives. It can also increase the satisfaction and retention of the leaders themselves with specialized development opportunities and the opportunity to experience an increased sense of success as a leader.
Building a direct linkage, or flow-down, from corporate strategic plans into goals and targets to be achieved by the leadership development program.
A plan for how leaders will be used to drive company objectives and goals, defining the leaders, describing their traits, how they should act and treat others, and what they should focus on.
Incorporating formal assessments that heighten objectivity to leadership development efforts, reducing bias from purely opinion- and observation-based assessments of strengths, fit and competencies.
Building future executives earlier in their careers as supervisors or managers so that their ability to lead increasingly large, multi-leveled, geographically dispersed, and functionally complex organizations develop gradually and effectively over time.