What are the steps in developing a leadership programme?

What is leadership?
Hi

Step One needs to be some clarity about what you mean by ‘leadership’. Some organisations use the word interchangeably with management, some use it as a synonym for senior management. Is your leadership expectation focussed only at the management level, or is leadership an organisation wide requirement?

Bottoming what leadership means in your organisation is key to developing leadership moving forward.

If your leadership competency framework makes this clear then it is sensible to move forward with 360° review as a way of kick starting a debate about how your people are (or are not) performing as leaders. Be very specific about the leadership behaviours you are seeking feedback on before embarking on any 360° project. You also need to consider how leadership is recognised and rewarded in your organisation, and what role models you have in your business.

Once that context is made more explicit you can start work on developing your leaders from a far more informed base.

If you would like to talk through any of these issues please contact me. In the meantime here are a couple of links that may help frame your thinking.

http://www.predaptive.com/4sleadership.asp
http://www.predaptive.com/360insight.asp
http://www.structuredtraining.com/pages/elearning.html

Claudine McClean
01789 734333

2 Responses

TrainingZone says:

October 27, 2003 at 12:48 pm

Some suggestions
You might want to consider getting 360 degree on each of the competency areas (but make sure they are leadership competencies… see http://www.theworkfoundation.com ‘s leadership competencies) – ask the individual to self assess, ask their line manager to assess and select 2-5 peers. From this information you can identify focus areas and repeat the exercise at the end of the programme to see if there is any improvement.

In addition, you might like to consider identifying some specific changes in behaviour or results you want from the leadership programme and measure the before and after – also, if the trainer has these as his/her objectives it would be helpful for them.

Some of the things we measure are – Employee Satisfaction Survey results, Team Leaders taking responsibility away from HR on doing performance counselling interviews, setting clear objectives, retention/turn over, ease/speed of recruitment.

Hope this helps
Annah
User deleted says:

October 28, 2003 at 4:12 pm

What is leadership?
Hi

Step One needs to be some clarity about what you mean by ‘leadership’. Some organisations use the word interchangeably with management, some use it as a synonym for senior management. Is your leadership expectation focussed only at the management level, or is leadership an organisation wide requirement?

Bottoming what leadership means in your organisation is key to developing leadership moving forward.

If your leadership competency framework makes this clear then it is sensible to move forward with 360° review as a way of kick starting a debate about how your people are (or are not) performing as leaders. Be very specific about the leadership behaviours you are seeking feedback on before embarking on any 360° project. You also need to consider how leadership is recognised and rewarded in your organisation, and what role models you have in your business.

Once that context is made more explicit you can start work on developing your leaders from a far more informed base.

If you would like to talk through any of these issues please contact me. In the meantime here are a couple of links that may help frame your thinking.

http://www.predaptive.com/4sleadership.asp
http://www.predaptive.com/360insight.asp
http://www.structuredtraining.com/pages/elearning.html

Claudine McClean
01789 734333