P1 – Strategic alignment is critical.
Must aligned to
of an organization
P2: Leadership Development is contextual.
All those involved in developing the leaders need to truly know the organization
The Journey So Far.
The developing leaders need to have firm understanding of …
How will I be supported?
What’s expected of me?
Why are we doing this development?
What is the benefits?
… to create the right mindset and attitude.
P3 – Visible and active senior leadership support is crucial.
Partner with the learning provider when designing the process.
Personalize the communication that kicks off the initiative
Put people development on the agenda at board level
Sponsor, open or contribute to sessions.
P4: Leaders exist at all.
Leading Multiple Team
P5 – Leadership needs to focus on great conversations.
Build on the strengths of people and catch them doing things right
Give and receive feedback and listen
Deal assertively and proactively with underperformance
Identity and develop talent
Help others to learn and grow
Coach and role model to inspire performance
P6 – Leadership can be measured.
360 Degree Feedback
P7 – Leadership can be learnt.
Make the leadership development contextual, be spoke and grounded in reality.
Base it around real-life situations supported by a practical toolkit.
Set work-based assignments that drive KPIs.
Task leaders to role-model the behaviors you need – and coach and mentor the next level through.