What are the key components of excellent leadership development training program?
Today,the market is full of hundreds of providers and training offers to chose from?
Most executive and leadership trainings often fall short of promises and initial plans.
How comes?
What is happening?
Let me give you 2 examples from my recent experience.
Eminent business leaders are coming as guest speakers in my town.
Most of them have fantastic backgrounds. They talk in front of hundreds managers. The talks are good since the speaker is good. They get applauded, sign books, shake hands with the VIP guests and then they leave back 7000 kilometres from the business reality of my town/country.
A multinational company is organising a coaching training for its middle managers.
The training is excellent introduction in the principles and methods of coaching.
Despite the length of the training Only 1 day, it is judged with superlatives by the audience. With great majority middle managers have stated that the same training should be given to the executive management team.
In its feedback given to HR directors the coach is stating that the coaching and the leadership programme needs to include the top floor as well as one to one coaching interventions with senior managers. The senior programme does not kick off.
Both this events have given benefits to the audience.
Still, they will not create leadership excellence, impeccable performances, keep talented people and give great financial results.
The mentioned examples are substitutions, a week indecisive attempts to create excellence and they fall short.
Do, or do NOT.
There is no Try.
Master Yoda
In my opinion 3 key components are essential for designing and implementing an exceptional leadership development program.
1. The values of the top leadership team must be measured and compared against the overall values of the rest of the company.
This is ESENTIAL first step. If you don’t include the Top executives, you can count that your investment is white elephant. This also means that whoever gives a go ahead for such a program is not well informed, serious about the magnitude and importance of leadership development or to be sharp “is not ready for the task”.
We recommend the use of Cultural Values Assessment and or the Leadership Values Assessment.
2. After the measurement process, continuous coaching programme is necessary in order to come to the desired changes on the level of attitudes and skills.
If the company does not already have a leadership development program, this stage should last at least for 12 months. In this period 2 components need to be covered:
a) 12 -24 one to one coaching sessions must be provided to senior managers. This is a session or two at the most per person per month.
An external coach or team of coaches needs to support this process in the beginning.
b) Several group trainings for the executives chosen for this program need to be trained in coaching skills, values based leadership and Appreciative Inquiry methodologies. This is done in order for the senior leaders to start practicing the new learning and values top down. In this way the organizational culture becomes to shift from inside out.
3) The Measurement needs to be repeated after 12-15 months.
This is how you monitor and measure the change and the results.
“If you can’t measure it, you can’t manage it”.
NOW WE HAVE IT READY FOR YOU
The EXCELLENCE in PERFORMANCE program
“ GROW your self to grow your company”
The programme is designed to enable delivery of very ambitious Leadership Standards
We expect that the Excellence in Performance Programme will create change in your company,
individual and collective leadership thinking, performance and behaviour.
This programme does not start from a place of weakness.
The programme is all about taking people from good to consistently great.
We recommend that the most senior leadership group is the first to
participate in the programme. |
