Define the Leadership Maturity that will enable your Growth Ambitions
Why do you need a Leadership Culture?
As you grow the business from an international company to a true multinational with a strong culture, where talent can grow and evolve as they support business growth. The most underestimated aspect of building that culture is the realization that leadership transitions are real and require support.
Leadership Development is not a one-off event
Leadership development is a process that unfolds over time. It is most effective when it supports individual who are transitioning to broader, more complex roles. Programmatic support is most effective over a time period of 12 to 18 months. It starts with assessments including a qualitative 360 process, an in-depth feedback session followed by structured support to support the shift in sense of identity and leadership impact.
A fully integrated talent management strategy
Leadership development is just one wheel in the system. It is crucial to align leadership development efforts at individual and team level with the monitoring of culture and well-being. Are our intentions aligned with our impact?
Effective leadership development requires integration in an overall vision and practices for talent management. Decisions around pivotal talent, from hiring to exit, are sponsored by key stakeholders.
Creating clarity around the criteria for succession and promotion, and inserting these in the leadership development programs are key to building leadership pipelines that can handle various transformation contexts.
Build a Plan
Many clients think they need the full library of leadership training. That is not necessarily true.
Essential paths in leadership development are experience and reflecting on that experience (70-20-10). Creating space and support for leaders to do so, is not a luxury but a necessity. Building a coaching pool and structured coaching processes might be more vital than a leadership training library.
Any plan needs to align to the desired culture and strategic objectives. The application of what has been learned on a leadership development program needs to be immediate. Follow up processes after the program are equally important.
Make your plan reiterative. A leadership development program gives a lot of input on where leaders currently are in their journey, what they struggle with and how the organisation can better support them.
Match your Scope and Budget to the Right Providers
Mix internal capability with external expertise. Understand what you are buying. Work with a seasoned professional who knows the market, and the strengths and weaknesses of your potential partners.