How to Create a Leadership Development Program

The need for effective training and development is constant within a business- whether it’s during a during its growth period or beyond. Employees retire or move on to other career opportunities and new people must take their place in these important roles. According to a white paper by the Human Resources Professionals Association, research actually shows that Millennials would prefer employers offer training and development above all other benefits. This training could come from formal training programs, mentoring, or even collaboration. Looking at Millennials broadly, research shows that 63% of Millennials feel their “leadership skills are not being fully developed by their employers.” To drive the point further, 71% of those looking to leave in the next two years identify being unhappy with this deficiency.

So, what does it take to create a leadership development program that achieves necessary goals and contributes to the overall success and smooth operation of the company in question?

I. Ask These Questions for Effective Training and Development

One of the first things to consider when seeking to improve leadership development training is whether to adopt a “readymade” off the shelf program or create a unique one in house. Every organization differs, but a focus on specificity has a higher chance of delivering the desired outcome. Better still, combine both methods to adopt tried and true options while customizing processes for company needs.

The following questions can help determine not only what goes into the leadership development programs but also how they are implemented effectively in the workplace.

What Are the Goals of the Leadership Development Programs?

Creation of training programs is impossible if the organization fails to establish clear goals at the beginning. We can’t simply say “leadership development training” without a definition of what that means for your company. And remember, establishing an individual’s or teams’ ability to perform more effectively and efficiently depends on the training and development of leaders at ALL levels. In some cases, this may even extend to employees without managerial positions.

Who Are the Most Likely Leaders?

Some organizations may struggle to identify specific people in need of leadership training. This is especially true for smaller companies who have trouble identifying next level leaders. I have also seen this with companies who have a long history with their talent and can’t always see clearly potential in staff who have not historically been in leadership roles. Look beyond those with official titles. Almost every employee can benefit from leadership training- whether it’s training on how to work remotely effectively, women in leadership workshops or how to lead an effective behavioral interview. Extra training can help staff step up in a big way to become the type of leader that encourages others. This leads to increased productivity and efficiency on every level.

What Qualities and Skills Are Needed?

This is perhaps the most important question of all and the one that is most difficult answer. If a company is not reaching goals or struggles with organization, improved leadership is necessary. However, if the executives or human resources department knew what to do about it, they would have implemented changes already. The Center for Creative Leadership discusses whether you’re an individual contributor, a first-time manager, a senior executive, or somewhere in between, there are 4 core leadership skills you need to learn and master:

· Self-awareness so the leader can regulate themselves

· Strong communication skills with a variety of other personalities

· The ability to influence others effectively and for the greater good

· Agility and flexibility when it comes to decision-making and application

· Integrity to inspire trust and demonstrate willingness to do the right thing

What Training Is Already in Place?

If an organization’s onboarding or ongoing training practices already cover part of what is needed, the leadership development program may not require a lot of changes. If possible, save time and money by integrating existing training with a new overall plan.

Are Executives on Board With the Program?

Unfortunately, some C-Suite members and other-ranking executives may resist the adoption of new leadership development programs. This is more likely if they are affected directly or if they have a system in place that is not getting the desired results. Since resources and permission are necessary for any training, work with those in charge every step of the way.

II. Evaluate Leadership Training Program Options

Generalizations do not help when it comes to the developing programs to get results. It is impossible to cover every aspect in a single article. However, a few of the essential considerations include:

· Amount of time needed to complete the training process

· Format of the coursework — in-person classes vs. online programs

· Specificity with multiple training paths for different level employees

· Organization for completion, recognition, and ongoing support

Group and Individual Coaching Opportunities

Different methods of connection, mentorship, and education work for different people. The adoption of a variety of training styles needs to be weighed against resources, expenses, and accessibility. While individual coaching and guidance may benefit employees in pivotal roles, it may not be possible to give this type of attention to everyone. Consider the concept of stretch assignments that push individuals beyond their existing capabilities. Not only do they have the chance to benefit the company in new ways, but the resultant confidence can improve overall leadership qualities.

Group-based training and development also provides many benefits. After all, a company operates collectively with all departments and individuals working toward common goals. The ability to work as a group, communicate effectively, and give and receive feedback allows for improvements that may have been out of reach earlier. This is also a great opportunity to see who steps up as a natural leader and how others need support to find their own place of power within the group.

Consider the use of HR Ignites 360 Leadership Assessment. The 360 Leadership Development Assessment is an organizational tool for helping managers at all levels become more effective by increasing self-awareness and self-understanding. It gives the leader two perceptions on how he or she leads: the leader’s own perceptions, and how others see the leader. Participating in a 360 survey can help individuals build self-awareness, determine their strengths, and understand where they need to improve.

Training and Development Requires Ongoing Effort- The Personal Improvement Plan

A three-week online class with no follow-up or additional support will do little to improve training and development for every leader in a company. Create and institute a personal improvement plan for every individual as a proactive measure, rather than a corrective or punitive one. Always focus on longer-term programs. This is one good reason to look for mentorship opportunities between senior employees and new talent. Hopefully, the professional relationship will grow and change over time as new questions and concerns arise.

Align Leadership Principles with Company Culture

Every organization has its own culture that makes it unique and should create purpose and a sense of belonging. If a company fails to engage its employees in a positive culture that supports them in their quest for both a low-stress workplace and personal career goals, training programs may help. An effective workshop will depend on so much more than simply telling people how to act or what to do. Leadership focuses primarily on softer skills that allow people to work with others effectively.

In-house behaviors, an atmosphere of mutual support and open communication, and the emotional impact of personalities you work with every day depend largely on how the leaders act. When creating leadership development programs, identify first the desired company culture. Instead of focusing on things like meeting deadlines or leading meetings more effectively — start first with ensuring staff feel valued and comfortable. This foundation can make a huge difference.

Stay Flexible — Measure Results and Make Changes

Any new program or system established in a company needs analysis to make sure it works now and in the future. Even the best-designed leadership development programs can fail to work for everyone down the road. Flexibility and agility as both the organization and the market changes are necessary to constantly improve. Keep lines of communication open, ask for feedback from the people involved in the training and development methods, and tweak how things work in order to avoid wasting time and resources.

The creation of a leadership development program entails many different steps and considerations. One of the most important parts is to assess current operations, executive support, and how the existing leaders operate and interact with others. Recognize that everyone can demonstrate skills that would make them great leaders even if they do not have a title next to their name. Looking to create, modify or enhance your Leadership Training program? Contact HR Ignite to help guide you.

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