A: The first step in creating an effective leadership program is to identify your goals. What do you want your future leaders to know or do? We will help you clarify a measurable set of goals based on your organization’s objectives and then build a program to specifically meet your needs.
A: Of course there are specific skills associated with leadership, but real changes in behavior and performance happen when individuals learn a variety of leadership concepts, skill sets and perspectives, and understand when and how to deploy them. That’s why we use a facilitated learning approach where participants learn by doing and receiving feedback.
A: Identifying the employees to include in leadership development programs depends on your goals. You may want to motivate your top performers, or strengthen organizational teams. New supervisors have very different needs from seasoned pros or leaders who are facing problems. We’ll work with you to identify the best options based or your situation.
A: If you don’t invest in your top performers, another organization might. Future leaders value personal development, and one of the best ways to motivate your hipos is by letting them know you value them. By constantly engaging potential leaders, you build loyalty to the organization and thereby create a reliable pipeline of talent.
A: With global expansion, remote workers and video conferencing, many organizations are addressing the needs of a decentralized workforce. Leadership development strategies in these settings should focus on relationship-building, establishing trust and clearly communicating information.
A: Numerous studies demonstrate that facilitated learning experiences offer a number of key benefits. Participants are able to learn from their mistakes without consequences. The facilitator offers real-time feedback in an environment where individuals feel safe. And facilitators tie actions to outcomes with real-world results, reinforcing leadership behaviors that yield effective organizational results.