You know your organization needs strong leadership and you are aware development is
needed but where do you start?
Whether you are the HR manager, CEO, or the board of directors, developing leaders
should always be a priority. Unfortunately, for small to mid-size companies time and
budgetary constraints keep leadership development on the back burner. The truth is
there are leadership development programs that do not deliver what is needed for an
organization, but that doesn’t have to be the case. With clear goals and proper planning,
selecting an effective way to develop your leaders is achievable.
1. Top-down support.
There is no getting around this; successful leadership development planning is
conceptualized and driven from the top. Think about it. Building a program which aligns
with your organization’s mission, vision, and values can come from your human
resources department, but is more powerful when the development purposefully
originates from the senior leadership team and board of directors. If you are an HR
professional who sees the gap in your leadership, but has no support from senior
leaders, you can try, but the development will be viewed as the “theme of the month”
instead of ingrained into the culture of your leadership. When senior leadership is
involved, it solidifies the program and is a powerful example for not only leaders but the
entire organization. Senior leaders, get involved and lead the process. Don’t lob it over
the fence to others.
2. Narrow the focus.
Once you have your goals and outcomes it’s natural to want to reach for the stars and
build a program for all levels of leadership throughout the organization. This is
admirable, and music to my ears, but it may be more effective to narrow your focus. For
example, consider the leadership gaps. Do you have a solid succession plan for your
senior leaders? If not, this could be the place to start. Whether your organization is a
start-up or has been in business for 50 years, a well-thought-out succession plan is
crucial. Maybe your succession plan is set for your senior leadership team, but what
about middle management? Maybe the need is to spend the time cultivating the
leadership skills in your frontline leaders. Leadership development is not one-size fits
all. The development and learning needed for a frontline leader is much different than a
senior leader. Out of the box programs will work, but only if tailored to the right
audience. When it comes to leadership development, a narrow focus is not thinking
small but thinking smart.
3. Gather input.
Leaders, not unlike employees, want to be heard. Seasoned and new leaders could
have good ideas for development, but how do you know if you haven’t taken the time to
ask? One-on-one development conversations, a short five question survey or a quick
30-minute focus group can give you the data you need to get started. It’s natural for
senior leadership teams to have strong opinions about what development is needed,
however, asking and listening to your leadership and finding ways to blend the two is
powerful and impactful. Again, senior leaders, it starts with you!
4. Make it your own.
While there is nothing wrong with out of the box development solutions, trying to put a
square peg into a round hole doesn’t work. Leadership development needs to be the
face of your organization. A solid program will embody your organization. It can sound
daunting to think about customizing a program for your own organization, but anything
worth doing takes time and creativity. Another advantage to customization is, it can be
cost effective. Need help? Too many boundaries can stifle creativity so resist the
temptation to make the guidelines too rigid. Build a cross-functional project team, give
them the goals, budget, and timeline and let them go. Will it take longer maybe? Is it
worth it, absolutely!
5. Measurement is necessary.
This may seem simple, but I’ve worked with countless organizations who have no idea
how to measure the success of their leadership development program. Strong leaders
create not only opportunities for their employees to grow but for the organization to be
profitable. To do this, it must be measured. Measurements can and will be different
depending upon the level of leadership, but the ROI of leadership development can be
measured in several ways such as, profit, growth, turn-over, efficiencies, and
engagement. Another suggestion is to let your project team decide the metrics. It’s
possible the metrics they create are SMART (specific, measurable, attainable, realistic,
and timebound.)
6. Ask for help.
I know what you’re thinking, here comes the sales pitch. Surprise, that’s not who I am.
When an organization is looking to build their leadership bench strength, it is beneficial
to have an outside perspective. Someone who can ask the right questions to help you
realize your goals and help with the creation of a program that will not only produce
results but stand the test of time. As an executive coach and leadership development
professional, I am fortunate to have worked with organizations who have done it right
and it’s because the senior leadership team not only realized they needed a
professional’s help, but they also listened and acted on the guidance they received.
Leadership development should be a priority for any organization. If you’re unsure
where to begin or worry about budget constraints, focus on the desired outcomes,
identify key development areas, gather input from leaders, and customize the program
for your organization. With the proper measurement and support, leaders will grow,
which benefits employees and the organization.
2025 is right around the corner, let’s get started!
