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How can you create accountability and ownership in your leadership development program?

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Leadership development is not a one-time event, but a continuous process that requires commitment, feedback, and support. However, many leaders struggle to apply what they learn in training to their daily work, or to sustain their improvement over time. How can you create accountability and ownership in your leadership development program, so that your leaders can grow and thrive in their roles? Here are some tips to consider.

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Sreeraj R S

CFA bidder | Fiscal Aspirant | NITC
Munazza Shoaib

GM Rewards & OD @ Engro | Chartered MCIPD | SPHRi?

1 Set clear and measurable goals

Before you design or deliver any leadership development program, you need to define what success looks like, and how you will measure it. What are the specific skills, behaviors, or outcomes that you want your leaders to achieve or improve? How will you track their progress and performance? How will you align their goals with the organization's strategy and vision? Setting clear and measurable goals will help you create a roadmap for your program, and communicate your expectations and standards to your leaders.

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2 Provide ongoing feedback and coaching

One of the most effective ways to create accountability and ownership in your leadership development program is to provide ongoing feedback and coaching to your leaders. Feedback and coaching can help your leaders identify their strengths and areas for improvement, reinforce their learning, and address any challenges or gaps they face. Feedback and coaching can come from different sources, such as trainers, managers, peers, mentors, or external experts. You should ensure that your feedback and coaching are timely, specific, constructive, and supportive, and that you create a culture of trust and openness.

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3 Use mentoring and peer coaching

Another way to create accountability and ownership in your leadership development program is to use mentoring and peer coaching. Mentoring and peer coaching are forms of learning that involve pairing up your leaders with more experienced or skilled colleagues, who can offer them guidance, advice, and support. Mentoring and peer coaching can help your leaders develop new perspectives, insights, and skills, as well as build relationships and networks within the organization. You should match your leaders with mentors or peers who share similar goals, interests, or challenges, and who can commit to regular and meaningful interactions.

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Sreeraj R S

CFA bidder | Fiscal Aspirant | NITC
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Mentoring and peer coaching has the ability to create a judgement free environment yet equip one with accountability without the usual stigma associated with taking responsibilities such as fear of being mentally stressed and imbalance in work and life. We could remove the "We are like a family here" stigma , used to exert accountability in a traditional way, which obviously is a red flag in all of our work environment, by creating more mentorship programs and peer coaching because those programs won't be constrained by the string that conservatively created the very stigma mentioned above and will be able to create a new generation of leaders with empathy.

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4 Incorporate action learning projects

Action learning projects are another way to create accountability and ownership in your leadership development program. Action learning projects are real-world problems or opportunities that your leaders have to solve or address, using the skills and knowledge they learn in training. Action learning projects can help your leaders apply their learning to their work, demonstrate their value and impact, and learn from their successes and failures. You should select action learning projects that are relevant, challenging, and aligned with your organization's goals, and that require collaboration and creativity.

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5 Reward and recognize achievements

Finally, you can create accountability and ownership in your leadership development program by rewarding and recognizing your leaders' achievements. Rewarding and recognizing your leaders can help you motivate them, appreciate them, and celebrate them. Rewards and recognition can take different forms, such as incentives, bonuses, promotions, certificates, badges, or public praise. You should reward and recognize your leaders based on their performance, progress, and potential, and make sure that your rewards and recognition are fair, transparent, and consistent.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Munazza Shoaib

GM Rewards & OD @ Engro | Chartered MCIPD | SPHRi?
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1. Clarity of purpose and outcome from the program for all stakeholders (employee, HR, line manager, leadership team) 2. Buy-in from all stakeholders on the need for the program, its relevance to the identified gaps, program methodology etc. 3. Walk the talk by senior leadership for learning and continuous learning more so. If the mindset of the leadership team is that they have reached their peak and do not need any more programs, the same will unfortunately trickle down and reflect across the organization 4. Continuous monitoring of the impact of these programs and immediate course correction where they are not working or yielding the desired results. This helps keep the credibility and sanctity of the programs intact

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How can you create accountability and ownership in your leadership development program?

1

2

3

4

5

6

1 Set clear and measurable goals

2 Provide ongoing feedback and coaching

3 Use mentoring and peer coaching

4 Incorporate action learning projects

5 Reward and recognize achievements

6 Here’s what else to consider

Training

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How can you create accountability and ownership in your leadership development program?

1

2

3

4

5

6

1 Set clear and measurable goals

2 Provide ongoing feedback and coaching

3 Use mentoring and peer coaching

4 Incorporate action learning projects

5 Reward and recognize achievements

6 Here’s what else to consider

Training

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