Leaders can be the difference between an organization sinking or swimming. Companies need leaders to communicate their mission and vision to employees on all levels. Nevertheless, some companies do not prioritize the creation of a leadership and development plan, as they view it as ancillary to their primary business objectives. But a comprehensive and effective leadership development program is crucial, now more than ever.
According to the Center for Creative Leadership, leadership and development programs are implemented to “build an individual’s leadership skill and capacity to excel, both personally and professionally, in their role and organization.” With some companies focusing more on hiring from within and a new generation entering the workforce, it is an excellent time for HR leaders to update their old leadership and development plans and reshape them to fit the current culture. Here are a few ways to get your leadership and development program back on track.
1 – Become the Question Master
When starting any new job, some of the best advice a person can get is to be unafraid of asking questions. This advice should carry through when rebuilding your company’s L&D program. The list’s length may vary depending on the organization’s size and age. A few questions to get a list started on the right foot could be:
- Have there been missed opportunities in leadership during previous transitions?
- Are there leadership changes coming soon that could cause missed opportunities?
- If someone in leadership were to leave/retire, what characteristics of said leader would the company want to pass on to their new leader?
It is better to ask many questions than to not ask enough. Roles within a company can change at unexpected times, and the more preparation that goes into your company’s L&D program, the more successful the transition will be in the long run.
2 – Grow Your Own Leaders
Sadly, leaders do not magically appear after a leadership shakeup. If it were that easy, a leadership and development plan’s importance would be minimal, if not frivolous. Developing leaders in your own company is something that should start on day one of their tenures.
Current leaders should constantly think of ways to engage employees and give them opportunities to dip their toes in leadership opportunities. A few examples include:
- Project leadership
- Colleague collaboration (both in the department and in other departments)
- Job shadowing a potential next role
These and other engagement opportunities, more specific to each industry and organization, should be included in the leadership development plan. Current leaders should be encouraged by the HR department to provide their team with opportunities to grow professionally.
3 – Keep an Open Mind
It is easy to unknowingly become short-sighted by believing the first employee to step up to the leadership plate — or the first one that comes to mind — will be the best fit for the next promotion. However, leaders must remember there will always be blind spots and incredible candidates may be waiting in the wings.
Leadership and development programs should support opportunities for all employees, including those whose potential has been untapped. Effective plans will ensure all employees have the same opportunities to climb the ladder and that occasional professional missteps will not wholly derail an employee’s upward mobility.
4 – Evaluate and Improve
Finally, ensure all senior leadership agrees on how employees are evaluated. Most of the time, numbers don’t lie, and for a successful program to be built, it’s crucial that metrics are tracked. For example, HR departments should keep track of how many individuals who undergo the program are eventually promoted as a way to gauge L&D’s success.
All leaders will run their department programs in slightly different ways, but all should take feedback from employees who participated and use those critiques to improve the next class’ program.
At the end of the day, a leadership and development program is critical for cultivating better, more effective leaders. Your company and employees are constantly growing and changing, and so should your development plan. HR leaders should take feedback from departments and help make changes yearly, if not quarterly. Leadership and development plans are implemented to help prepare employees for the next step in their careers. When the proper steps are taken, the possibility for individual and company growth is almost guaranteed.
Recent Comments