What do you do if your organization needs a leadership development program?

I believe it's crucial to understand the 'WHY,' Why do something? Why do it now? Also it's essential to understand the developmental needs and identify the desired needle shift. Collaborate with key stakeholders and program sponsors to craft ldesired outcomes and any existing gaps in leadership skills. Ensure the program includes clear learning objectives, actionable strategies, and opportunities for practical application. Implement the program with a focus on ongoing support and feedback, and regularly evaluate its effectiveness to make necessary adjustments and ensure it meets the organization's evolving needs.

First of all, in my experience, you have to work on the basics! Does everyone know the vision and mission of the company? Does everyone know what leadership means, is it clearly defined and communicated? And just because this may be the case, it doesn't mean that everyone interprets it that way. From my experience, it is therefore important to grow together as a leadership team, to understand each other's perspectives and to work together on a leadership strategy based on shared results!

Are you a solution looking for a problem or are you a solution for a problem? This is a powerful question. What problem are you trying to solve? What gaps do you have? Have you quantified and qualified those gaps? What is the impact of those gaps? What is the demand for a solution to address those gaps? Start with the guiding principles: Leadership Guiding Principles: Inspire & Motivate People | Help People Achieve Their Goals & Objectives | Help People Overcome Their Challenges | Steer People Through Change

Assess the needs of your leaders. If they are having difficulty communicating with their team, the professional development will focus on how team members communicate (visually, auditorily, or kinesthetically). In this case, the development would focus on practical communication skills as a leader. If the leaders appear not to be connecting due to mood and temperaments, it may be best to seek a development team focused on emotional and relational intelligence. This will highlight the psychology of the leadership. The key to an effective outcome is to assess the team's need to determine if this can be provided in-house or from an external consulting agency.

This is the time to ask the tough questions! Why do we really need this program? How will we define success? What is our budget and scope? Is there any other way to achieve our goal that might be better (more efficient, cheaper, higher quality)? Projects like this are time and resource consuming, and they run the risk of derailing if these challenging questions are not addressed at the start.

Si votre organisme a besoin d’un programme de développement du leadership, il est possible de trouver des experts pour monter le programme. Avant tout, il est important de clarifier la vision, la mission, les valeurs et clarifier les objectifs de la planification stratégique. Car tout plan de développement du leadership doit reposer sur des objectifs clairs et compris par tout le monde.

Carefully designed leadership learning experiences can bring huge benefits—if they are planned with long-term goals in mind. Starting a leadership development program without first establishing what strategic success looks like within the company is like launching a manned space mission with no destination in mind. Make sure you align your leadership development program with your company's strategic goals. If the strategic goals are not defined or if they need revision, start there. Figure out what strategic success looks like first, and then design a leadership development program that provides your leaders with the skills and resources they need to achieve your strategy.

Si tu organización necesita un programa de desarrollo de liderazgo, deberías considerar uno que se centre en el liderazgo relacional. Este tipo de programa puede proporcionar a los líderes las habilidades necesarias para crear un ambiente de trabajo donde los miembros del equipo se sientan valorados y respaldados, lo que conduce a un rendimiento óptimo y relaciones laborales más sólidas. Además, los líderes relacionales tienen relaciones personales poderosas lo que aumenta definitivamente su desempe?o en el trabajo.

Setting clear and measurable objectives is crucial for the success of any leadership development program. SMART objectives ensure that training outcomes are specific, measurable, achievable, relevant, and time-bound. When designing a Cultural Intelligence Training Program, organizations should establish objectives that align with their overarching leadership development goals. Example: an educational institution aims to enhance cultural intelligence among its academic leadership team to serve a diverse student population. The organization sets SMART objectives for the training program, including improving intercultural communication skills by 20% within six months and increasing cultural sensitivity awareness through monthly workshops.

Objectives must be derived from: 1. the company's Strategic Plan and business objectives; and 2. What the Leaders say they need! Objectives for a Leadership Development program cannot be set in a vacuum; you must consider what the organisation will need from its' Leaders now and in the future, then ensure you are building that knowledge and skill development into the program. In addition, your assessment of the current skill levels of the participants is only one part of the story - so ASK them what they want and need to develop. Given the chance, most people are honest and fairly insightful about their own shortcomings and development needs, so for real buy-in and great results, help them get what they need!

Develop such a program is always a good investment into the future of the company and each individual participant! But it takes time and should be considered as a real value! I was very fortunate in my last role as CEO to develop an internal leadership program with our Leadership development team! Due to our team and remote working structure, we decided to fascilitate the program online. But from my point of view I would always prefer a face 2 face program, if possible! We built different sessions started we deep self work, (it starts with the man in the mirror M. Jackson) reflection, competences, feedback/ communication as well as practical tools and techniques for daily routines! Our approach was sence, learn, apply! Again and Again!

Once needs have been assessed and objectives set, it is time to design the Cultural Intelligence Training Program. Organizations can collaborate with consulting companies specializing in leadership development to tailor the program to their unique needs. The design phase involves selecting relevant training materials, methodologies, and delivery formats to maximize participant engagement and learning outcomes. Example: a healthcare organization partners with a consulting company to design a Cultural Intelligence Training Program for its executive leadership team. The program includes a combination of interactive workshops, case studies, and role-playing exercises focused on developing Cultural Intelligence.

Identify leadership skills needed to achieve your company's strategic objectives. What kind of leaders do you need to drive success? Once you have a clear picture tailor the program content to address those specific skills / behaviors Pick a format that caters to learners and maximizes engagement. Blend classroom sessions with experiential learning like simulations and on-the-job projects. Leverage technology for online modules and coaching opportunities. Most learning comes from experience: give opportunities for practical application The power of self-reflection: design elements that encourage participants to assess their strengths, weaknesses and leadership style. Self-awareness is crucial for future development and effective leadership

In today's fast-paced world, lengthy workshops can feel like a luxury. Consider a blended learning approach that combines online modules with in-person sessions. Bite-sized online modules can be completed on-demand, allowing for flexible learning, while in-person sessions can focus on facilitated discussions, role-playing, and peer coaching. Micro-learning is another powerful tool. Short, focused bursts of learning can be easily incorporated into the workday, keeping leaders engaged and maximizing retention. Think five-minute video tutorials on specific leadership skills or ten-minute case study discussions accessible through a mobile app.

To establish a leadership development program, assess current skill gaps, set clear objectives aligned with organizational goals, design a comprehensive curriculum, and utilize diverse learning methods, such as online models, coaching, and mentoring. It is important to provide ongoing support, evaluate program effectiveness regularly, and adapt as needed. Investing in leadership development is key to nurturing talent and driving organizational success. #LeadershipDevelopment #TalentManagement

Continuous monitoring and evaluation are essential to gauge the effectiveness of the Cultural Intelligence Training Program. Organizations can utilize Cultural Intelligence Assessment tools to track participants' progress and measure improvements in cultural intelligence over time. Additionally, assessing key outcomes such as leadership effectiveness and team performance provides valuable insights into the program's impact on organizational success. Example: a technology firm regularly administers Cultural Intelligence Assessments to participants enrolled in its leadership development program. Through pre-and post-training assessments, the organization evaluates the program's impact on leadership effectiveness and team collaboration.

Monitoring progress is very important. Progress isn't "Did you like the program?" though. You need to assess behavior change and implementation. (If you're familiar with the Kirkpatrick levels, focus on 3 and 4.) Regular check-ins can take the form of reflective journaling, surveys, meetings with specific, etc. Make sure that, whatever type you choose, it appropriately assesses the learning objectives of the program. Try not to overburden participants with too many monitoring tools. It's best to make the tools help them reflect on or implement their new knowledge/skills that also collect information for you on the program.

Don't let your program become stagnant! Regularly solicit feedback from participants through surveys and exit interviews. Use this data to refine your program content and delivery methods. Additionally, benchmark your program against industry leaders. Attend leadership development conferences, network with colleagues in other organizations, and keep an eye out for innovative approaches you can adapt to your own program. Remember, successful leadership development is an ongoing journey of assessment, implementation, and adaptation. By incorporating these tips, one can ensure your program equips your leaders with the skills they need to thrive in our ever-evolving world of work.

I think the element consistently missing from truly impactful programming is the 7-9 touchpoints that people need for concepts/key ideas to be "sticky." Learning isn't one-and-done, especially in skills that aren't technical/functional. People need a lot of support, safe space to practice, nudges, and reflection to drive learning and make an idea theirs. We need to build these into the program roadmap to ensure understanding & application.

When an organization identifies the need for a leadership development program, it has two primary options: develop the program in-house or partner with a consulting company specializing in leadership development. Implementing a Cultural Intelligence Leadership Development Program involves a systematic approach that begins with needs assessment, followed by setting SMART objectives, designing the program, and monitoring progress. By partnering with consulting companies specializing in leadership development, organizations can tailor training programs to meet their unique needs and drive positive outcomes for both leaders and teams.

An important piece of launching a leadership development program is getting buy-in. Collect data and craft a story for why a leadership development program is needed and the positive impact it can have on your organization. Look at company retention, employee engagement surveys, and industry trends to share why it's important. Look at data on what talent in the marketplace wants, as well as success stories from similar companies and their leadership development programs. Package it into a compelling case to ensure your organization sees the value of leadership development.