4 Principles Of An Effective Leadership Program
When it comes to achieving your company’s strategy, building a culture of accountability, or implementing effective people management processes, you need leaders in your business to have the right skills. Do you have the right capabilities in your business today to meet your future growth objectives?
Whether it’s an immediate need, or just preparing for the future, leadership development is a must for any business to create and maintain your competitive difference within the market.
From our experience in facilitating leadership development programs and coaching, here are five principles we have found are essential to designing and implementing great leadership development programs.
(1) Begin with the outcome in mind
It is essential when setting up and establishing your leadership development program that you understand what the final goal of the program is. Are you looking to upskill a certain level within the business? Is the team lacking in a specific set of skills? What is the overall objective you want to get out of the program? By setting the final goal or outcome out from the very beginning, you can map out the road to get you there.
(2) Put the learning into practice
At the end of a training session or education session, our experience shows that having participants create an action plan on how they will implement their learning goes a long way to embedding the learning. By holding participants accountable through catch up conversations, and even group coaching sessions, they will look for ways to use their new skills and develop them. As a leader or manager, it is also up to you to assist them with these action plans and provide feedback on their new skills to continue their development.
In short? If you want your program to have immediate impact and fuse into the minds of your participants, you need to keep it simple, practical and immediately applicable.
(3) Make sure the flow of the Development Program makes sense
When mapping out the program and education modules of your development program, take a moment to make sure the flow between modules or activities is correct. As an example, when wanting to build the coaching or mentoring skills of a leadership team, it is always best to start by thinking about their communication style or even having effective difficult conversations before plunging straight into the main event.
It is also worth reflecting on the level of prior experience required for different development topics. Asking people to run before they can walk can end in the participants feeling disheartened or disengaged in the process as they struggle to understand new concepts and skills.
(4) Vary the way information will be presented
Everyone learns in different ways, and as such, this is a critical factor to consider when developing your program. Workshops, case studies, webinars, podcasts and articles can all contribute to your leadership development program. By offering multi-modal learning opportunities, you create an environment that fosters the learning of the whole team, in a way they can feel works for them.
When planned and well implemented, leadership development programs can transform your business allowing you to build a high-performance culture around accountability, improve the productivity and performance of your team and attract great people (it is a personal development resource).
If this has gotten you thinking about the value of leadership development, or you want some guidance about how to start on this journey, please feel free to give us a call on 1300 559 585. We would love to share our knowledge in this area with you and get your team moving on the journey to greatness!