LinkWithin

Related Posts Plugin for WordPress, Blogger...

Wednesday, January 02, 2013

An OD View on Leadership Development


If you think about it, the most important investment any company can make towards improving organizational effectiveness is Leadership Development. Yes, who shapes the organization? Able or not, Leaders of the organization from Senior Managers to frontline supervisors are responsible for delivering results and creating the kind of work environment that is aligned with the company desired culture through other people. As expected we all want our leaders to be able rather than unable. We should do everything possible to make sure that they are properly equipped to lead rather than not. I think that is the most important thing people in charge of human capital need to do. If you look at what is going on in many organization, however, It looks like we are not putting our backs into this job. Not everyone appointed for leadership roles are good and ready.  A lot of them need to be weaned from their old ways of doing things when they were not yet leaders while others need to unlearn whatever wrong things they learned from their past and present bosses.

This article is not about persuading you to train your leaders, so I'm going to stop doing that. What this is all about is how we go about developing leadership capabilities in our organizations. The word I like to describe it is haphazard.  How does it normally come down? Some senior manager realizes people are not doing what they are supposed to be doing and then orders a Leadership training. A training is conducted, people attend it and that's it. There's really not even a solid expectation about what needs to change.  I think this has got to stop! What I am sharing here is hardly original. A lot of successful companies have good leadership development programs that do not begin and end in the classroom and that's what I want others to start considering. If you want leaders who know how to align people, there are a number of things you need to do:
  1. Agree on the kind of leadership culture you want to develop in your organization
  2. Describe the competencies your leaders are expected to demonstrate
  3. Design competency development programs to build capacity
  4. Pick trainers who are more interested in facilitating learning than just delivering training (ehem!)
  5. Pick a Facilitator who is willing to work with you on developing the capacity building tools before during and after training (ehem!).
  6. Put in place a change management mechanism that will make the learners both empowered and accountable for making change.
  7. Institutionalize these leadership competencies in a way that they become  a part of the organization's brand. Where bars are set and leaders' performance are assessed based on their ability to demonstrate them. Identify behavioral indicators and make them part of the everyday language in the workplace.
All of these have to become a part of an organization-wide movement to strengthen leadership. I say organization-wide because it cannot stay as a "mere" HR initiative. The big boss need to be in on it. All the other managers even their staff. As I said, it has to become a movement within the organization, the objective of which is to strengthen leadership brand.
If you wish to start this movement, and you need help, talk to me.

You might also want to check out ExeQserve's High Performance Leadership Program a starting point or as part of your Leadership Development Program. Check out the Link Below.

High Performance Leadership Program

1 comment:

  1. This comment has been removed by a blog administrator.

    ReplyDelete

If you have an opinion about this topic or a related experience you want to share, please feel free to leave a comment but please be respectful. No bad words please or I will be constrained to delete it.