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Young Ninja Group (ages 3-5)

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Leonardo Watson
Leonardo Watson

Best Practices In Leadership Development And Or...

Leadership development experiences need to focus on preparing and supporting leaders through their most critical leadership moments. While every moment carries its own unique context, adopting a common set of best practices for leadership development gives you the elements to combine for the highest impact.

Best practices in leadership development and or...

Based on our work and research around the world, we have identified seven best practices for leadership development experiences that effectively deliver better business results. As you reimagine your leadership development program with these practices, you can better develop and support your leaders in the moments they need it most.

In our recent study, High-Impact Leadership Development: Trends, Best Practices, and Industry Solutions, we identified the best practices and the top providers in leadership development. Our study covered all aspects of leadership development and evaluated a number of HR consultancies. With rich data in hand, we revealed six best practices in leadership development that yield business impact.

3. Align with business strategy: Leadership development is far more than management training. As leaders move up in the organization, their skills must shift from people and project management to strategic business and operations management. Organizations such as Agilent, Aetna and Cisco focus heavily on company-specific business strategies in their leadership programs. Such programs cannot be totally comprised of off-the-shelf content. Furthermore, leadership development programs must be included in business conversations and planning. At New York Mellon, senior executives ensure a strong alignment to the culture, values, and strategies of the company. For example,

The PLC has been taking shape for about a decade. Its components include MOOCs (massive open online courses) and platforms such as Coursera, edX, and 2U for delivering interactive content online; corporate training and development ecosystems from LinkedIn Learning, Skillsoft, Degreed, and Salesforce Trailhead, targeting quick, certifiable mastery of core skills in interactive environments; on-demand, solution-centric approaches to leadership development from the likes of McKinsey Solutions, McKinsey Academy, BCG Enablement, and DigitalBCG; and talent management platforms such as SmashFly, Yello, and Phenom People, which make it possible to connect learning needs and learner outcomes to recruitment, retention, and promotion decisions.

To reap the benefits of adept leaders, organizations spend a tremendous amount of money on leadership development. Estimates from Training Industry indicate that in 2019, it was a $3.5 billion global industry. Unfortunately, an enormous investment does not guarantee success. According to McKinsey & Company, only 11% of more than 500 executives surveyed strongly agreed that their leadership development efforts achieved desired outcomes.

No executive support, at the very least, means there is no budget for leadership development. However, successful strategies go well beyond securing a budget in engaging organizational leaders in this process.

Involve top leadership early. You could formalize this involvement through key stakeholder interviews or by building a steering committee to advise on and approve key milestones. Alternatively, you could garner buy-in through less structured practices. Set up informal meetings with leaders who champion learning and development (L&D); listen to their experiences, and ask for input and feedback along the way.

In addition to these materials, remember to identify change champions who can use their social and professional capital at the organization to influence others in embracing and participating in leadership development.

Through a more holistic approach, your learning organization will find itself better poised to succeed and less likely to fall victim to the common missteps in realizing the benefits of its investment in leadership development.

The main purpose of this paper is to conduct a systematic review of the literature on best practices and propose a series of steps or practices that practitioners can use in developing and assessing their leadership development strategies and programs.

Six key factors were found to be vital for effective leadership development: a thorough needs assessment, the selection of a suitable audience, the design of an appropriate infrastructure to support the initiative, the design and implementation of an entire learning system, an evaluation system, and corresponding actions to reward success and improve on deficiencies.

The most important implication of this paper is practical in nature. Essentially, organizations can use the six stages identified in the paper to help them develop and implement effective leadership development strategies.

Leadership development has become a key strategic issue for contemporary organizations. There is considerable evidence to suggest that organizations that do not have properly structured leadership development processes compete in the marketplace at their own peril. Several organizations have reported successes with particular approaches, yet an examination of the literature reveals that the lessons emanating from these success stories are generally not presented in a holistic manner. This is the need that we address in this paper.

Studies from Bersin by Deloitte, the Conference Board, and our own global research group show that substantial investments in leadership development drive performance. Organizations should know that done well, development gives organizations a competitive advantage, among several key reasons to invest in leadership development.

Leadership development research shows that training works best when organizations take the following actions to ensure its success and take intentional steps to maximize the impact of organizational leadership development initiatives.

The process of self-assessment and thinking about leadership goals is ongoing and should be the starting point for any formal development program, course, or assignment. Strive to connect the content and value of the development to the organizational purpose and situation.

Watch our webinar, How to Scale Development Opportunities for Employees to Prepare for the Future, to learn the 5 key considerations for L&D professionals in offering effective leadership development to all their employees as they serve the entire organization and prepare their workforce to succeed in a diverse and ever-changing world.

Unfortunately, recent research indicates that leaders are underprepared for the future. Only 11% of businesses have an effective leadership team, the lowest rating in the last 10 years. Their inability to offer leadership development and transition training for newly recruited and incumbent executives is to blame for the situation.

Leaders are the ones encouraging and communicating with employees. Perhaps, this is why 72% of companies provide leadership development coaching. As of 2020, the worldwide leadership training industry is worth $357.7 billion.

The growing interest in leadership training is one notable trend. 22.5% of companies do not have a leadership development program but would want to. Female leaders are gaining momentum, as well. As of 2021, 31% of senior management jobs worldwide belong to women and 87% of mid-market companies will have at least one woman in a senior management position.

Good leaders can set organizations up for success, encourage growth, and turn companies into ideal places where dedicated people want to work. Using these five leadership development best practices, you can start building the bridge to a successful future.

Development programs that work well are based on standards and desired leadership skills. By figuring out which leadership skills are most essential for your company and agreeing on them, you will have a solid foundation for leadership training, long-term planning, and professional development.

Kim Garmany is the Chief Operating Officer at Coaching 4 Good, a woman-owned career and leadership development company based in Austin, Texas. Leading with kindness and compassion, Kim has spent most of her career working with nonprofit organizations to build stronger communities. She believes that all people should have access to a safe place to live and dignified work.

To be relevant for the next decade, directors of leadership development have to embrace transformations in every area of training and executive education. Once only talking points, these five areas hold significant promise as they become a reality in 2020.

Traditionally, senior executives are given executive coaches and development via executive education programs at elite universities along with executive seminars and retreats. New managers are typically put through a leadership development academy or boot camp. Middle managers are largely forgotten.

Gallup research has shown that 70% of the variance in employee engagement ties back to the manager. People join a company, but they leave their boss. One reason? What is taught in leadership development academies and included in leadership competency models is often very different than what is measured in employee engagement surveys. Employee experience and employee engagement are hotter than ever before. While most of the emphasis has been on measurement, leadership development professionals must also now realize that changing managerial behaviors is the best way to move the needle on survey outcomes.

AI is also going to support leadership development directors in gaining the respect of other senior leaders. The cold hard truth is those with the seats at the table can talk in numbers. With AI technology, leadership development can increase its use of dashboards and correlation matrices. More telling than the number of workshop participants or the latest smile sheet survey ratings, metrics in 2020 will quantify:

Kevin Kruse is the CEO of LEADx, a platform that helps leadership development professionals sustain and scale their programs with nudges, digital coaching, and micro-learning modules. Kevin is also the author of Great Leaders Have No Rules, Employee Engagement 2.0, and 15 Secrets Successful People Know About Time Management. 041b061a72


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