Hi,
If we want to develop a Leadership Program in our organization, how can it be planned? What steps can be followed, or is there any specific model that can be used?
What are the latest Leadership Development Programs that organizations are implementing?
Seeking some good suggestions. Thanks.
From India
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1If we want to develop a Leadership Program in our organization, how can it be planned? What steps can be followed, or is there any specific model that can be used?
What are the latest Leadership Development Programs that organizations are implementing?
Seeking some good suggestions. Thanks.
From India
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Dear Ms. Varsha Sharma,
The topic you cover, the duration of the program, and who conducts it do not matter. What truly matters is whether you can measure the effectiveness of the Leadership Development Program (LDP). It is possible that the LDP may fail. However, what truly matters is the ability to measure its impact.
I have observed many HR professionals boasting about leadership training, yet few actually measure its effectiveness. There are trainers who guarantee 100% "Excellent" feedback from all participants, but the effectiveness remains unproven. Please do not find yourself stuck in this unfortunate situation.
I have been involved in training and consulting for the past 21 years. Hence, I offer the above suggestion. Feel free to contact me for any further queries.
Thanks,
Dinesh Divekar
From India, Bangalore
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The topic you cover, the duration of the program, and who conducts it do not matter. What truly matters is whether you can measure the effectiveness of the Leadership Development Program (LDP). It is possible that the LDP may fail. However, what truly matters is the ability to measure its impact.
I have observed many HR professionals boasting about leadership training, yet few actually measure its effectiveness. There are trainers who guarantee 100% "Excellent" feedback from all participants, but the effectiveness remains unproven. Please do not find yourself stuck in this unfortunate situation.
I have been involved in training and consulting for the past 21 years. Hence, I offer the above suggestion. Feel free to contact me for any further queries.
Thanks,
Dinesh Divekar
From India, Bangalore
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Leadership is a broad topic. You need to first look at the competencies of your employees that you want to enhance. Once you have identified the right competencies, you need to figure out a way to measure the present level of your employees on those competencies.
You will get a figure to begin with. You need to look at the behavioral indicators of the competencies and map out the learning objectives of the intervention. After that, a training design needs to be developed.
As Mr. Divekar has written, conducting a leadership training without mapping out the measures to gauge the effectiveness of the intervention is as good as not conducting a program.
You may connect with me, and I shall be able to provide you guidance on how to go about the entire process.
From India, Delhi
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You will get a figure to begin with. You need to look at the behavioral indicators of the competencies and map out the learning objectives of the intervention. After that, a training design needs to be developed.
As Mr. Divekar has written, conducting a leadership training without mapping out the measures to gauge the effectiveness of the intervention is as good as not conducting a program.
You may connect with me, and I shall be able to provide you guidance on how to go about the entire process.
From India, Delhi
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If you observe, you will note every group of animals or birds will have a leader. Birds fly in formation, with each bird taking a turn to lead. The formation helps them to fly with the least air resistance. Goats follow the lead, and so do other packs. It may be an animal instinct or an environmental need. In humans, leadership is a bit more refined, need-based, and process-driven.
In my view, the smallest structure where leadership is noted is the family, where the father takes the lead and the rest follow the directives. The mother has her own format and status in this leadership. Leadership is more in demand in social structures to set the ground rules, guide, and help others follow. Not everyone is a leader; many are content being followers.
Thus, leadership training should be for those who show the inclination to lead and take responsibility. Providing the right input to such people may help them in their performance as leaders. There are appointed leaders and self-appointed leaders. Self-appointed leaders are more to watch out for, as they have certain inherent traits that make them natural leaders.
Therefore, leadership training should be well-calibrated and addressed to an audience that has the desire or the potential for leadership.
From India, Rajkot
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In my view, the smallest structure where leadership is noted is the family, where the father takes the lead and the rest follow the directives. The mother has her own format and status in this leadership. Leadership is more in demand in social structures to set the ground rules, guide, and help others follow. Not everyone is a leader; many are content being followers.
Thus, leadership training should be for those who show the inclination to lead and take responsibility. Providing the right input to such people may help them in their performance as leaders. There are appointed leaders and self-appointed leaders. Self-appointed leaders are more to watch out for, as they have certain inherent traits that make them natural leaders.
Therefore, leadership training should be well-calibrated and addressed to an audience that has the desire or the potential for leadership.
From India, Rajkot
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Here are some steps that can be followed to plan a leadership development program in an organization:
- Define the objectives: Clearly define the goals and objectives of the leadership development program. Identify the specific skills and competencies that the program should target.
- Assess the current leadership development needs: Conduct a gap analysis to assess the current leadership development needs of the organization and its employees. Identify any areas where development is needed to improve the performance of the organization.
- Identify the target audience: Determine the specific employees who will participate in the program, such as high-potential employees, new managers, or existing leaders.
- Develop the program content: Design the program content to address the identified leadership development needs. The program should include a mix of theoretical and practical components, as well as opportunities for self-reflection and feedback.
- Choose a delivery method: Decide on the most appropriate delivery method for the program, such as classroom training, online learning, coaching, or mentoring.
- Evaluate the program: Regularly assess the effectiveness of the program and make adjustments as needed. Use a combination of quantitative and qualitative methods to evaluate the impact of the program on the organization and its employees.
As for the latest leadership development programs, organizations are increasingly using blended learning approaches, which combine online and face-to-face learning experiences. They are also more focused on experiential learning, where employees learn through hands-on experience and real-world scenarios. Some of the popular leadership development programs include:
- Executive coaching and mentoring.
- Action Learning programs
- Team-based leadership development programs.
- 360-degree feedback
- Emotional intelligence development programs
- Cross-cultural leadership programs
- Virtual leadership development programs.
It's important to remember that the best leadership development program for your organization will depend on your specific needs and goals. It's always recommended to consult with an expert or conduct research before making a final decision.
From India, Mumbai
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- Define the objectives: Clearly define the goals and objectives of the leadership development program. Identify the specific skills and competencies that the program should target.
- Assess the current leadership development needs: Conduct a gap analysis to assess the current leadership development needs of the organization and its employees. Identify any areas where development is needed to improve the performance of the organization.
- Identify the target audience: Determine the specific employees who will participate in the program, such as high-potential employees, new managers, or existing leaders.
- Develop the program content: Design the program content to address the identified leadership development needs. The program should include a mix of theoretical and practical components, as well as opportunities for self-reflection and feedback.
- Choose a delivery method: Decide on the most appropriate delivery method for the program, such as classroom training, online learning, coaching, or mentoring.
- Evaluate the program: Regularly assess the effectiveness of the program and make adjustments as needed. Use a combination of quantitative and qualitative methods to evaluate the impact of the program on the organization and its employees.
As for the latest leadership development programs, organizations are increasingly using blended learning approaches, which combine online and face-to-face learning experiences. They are also more focused on experiential learning, where employees learn through hands-on experience and real-world scenarios. Some of the popular leadership development programs include:
- Executive coaching and mentoring.
- Action Learning programs
- Team-based leadership development programs.
- 360-degree feedback
- Emotional intelligence development programs
- Cross-cultural leadership programs
- Virtual leadership development programs.
It's important to remember that the best leadership development program for your organization will depend on your specific needs and goals. It's always recommended to consult with an expert or conduct research before making a final decision.
From India, Mumbai
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Leadership-and- teamwork-develo pment.ppt
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