As the year draws to a close, it’s a good time to reflect upon what we’ve seen in the organisational development space. One of the clear messages I receive from our clients is about the challenges they experience in the leadership development space.
The key to a successful leadership development program is having a clear understanding of what you expect of your leaders – and a Leadership Competency Framework helps you do this. It clearly articulates the knowledge, skills and attributes you see as important for your business and the people shaping it. Without this it is very hard to identify strengths and weaknesses because you have no clear idea of where you want your people to be.
Whether you are supporting your leaders to develop their business acumen, emotional intelligence or ability to have timely, effective conversations with their employees, leadership development is not a one size fits all solution. Leaders bring with them a wide and varied skillset. Many start in their first leadership role with strong technical knowledge but have yet to develop the traits of an inspirational leader. On the other hand, some have been in leadership positions for years and have developed an almost cult like following yet can’t effectively communicate the strategic direction of the business.
Successful leadership development programs use blended learning because it combines diverse learning materials and tools – from face-to-face sessions, mentoring and peer support to e-learning and MOOCs – that appeal to all learners.
So consider using a Leadership Competency Framework to articulate for your leaders what you expect of them. By using a targeted program that’s mapped to behavioural outcomes, you’re more likely to develop stronger leaders and provide a greater return for your business.