What are the latest trends and best practices for developing a leadership development program?

Followings are my top 3 points for LDP: 1. Experiential Learning: 2. Soft Skills Development: 3. Leadership Coaching: To stay current with the latest trends and best practices, it's advisable to consult recent industry publications, attend conferences, and engage with professional networks in the field of leadership development. Additionally, organizations a nd individuals should tailor their programs to their specific needs and continuously evaluate and adapt them based on feedback and results.

As tendências atuais em programas de desenvolvimento de lideran?a incluem abordagens personalizadas, uso de tecnologias de aprendizado online, foco em habilidades socioemocionais, mentoria e feedback contínuo. Melhores práticas incluem avalia??o de necessidades, design centrado no participante e integra??o de aprendizado prático. Adaptar o programa às mudan?as no ambiente de trabalho também é crucial.

Well, from my experiences, which I have garnered, ways to develop a leadership programme shouldn't be a herculean task. The one thing I know for sure about leadership is that it is a platform for one to express one's innate capabilities to the benefit of others while remaining flexible in terms of decision obligations. Leadership and followership should be in tandem, also. Moreso, one of the latest trends I would consider is for leaders to be experiential in their thought processes. Leadership today must be seen and felt, not only heard. Leaders must have their actions heard. In summation, the world has had enough leaders. The world is in dire need of servant-leaders. I believe you and I will emerge as true servant leaders. Cheers!

Leadership development should be a top priority for all growing organizations, because as the company grows, you want to put people in leadership roles that know the company and people to promote culture and success.

Considering the volatility of the business environment and the attendant changes in work demands, it is important to factor in ways to measure and boost the willingness of leaders to learn new skills, behaviors and adapt when developing leadership development programs. This would help ensure that the goal of the program is achieved.

One thing I have found helpful is that experimental learning methods allow leaders to practice and improve their skills in realistic and meaningful situations, receive constructive feedback, learn from their mistakes, and transfer their learning to their work environment for earning deserving success!

More than experiential is Social. Make it interactive and a sharing opportunity; people find more significant learning by sharing and getting the sharing from others. Don’t make discussion circles, make interactive sharing experiences.

I am a big advocate for experiential learning. In my workshops and programs I incorporate improv games. I think people learn better when they’re having fun. And with improv we get to see failures and mistakes as an opportunity to do better. It is often through our mistakes we remember what we learn. I also think that trying out a new technique in a safe space and figuring out how it works is infinitely better than doing it in a low stakes environment. So that’s another thing why experiential learning works.

According to me, leadership journey is an experience and you just can't copy someone else. It's unique and different for every individual and needs to be kept in check at all times. We keep learning from every experience and we need to learn from them and keep growing

100% of all of my group coaching, training and corporate coaching leadership programs feature unique and customized experiential learning.

Integrate a social learning platform into your leadership development program. This allows leaders to connect, collaborate and share insights in a virtual space. Encouraging discussions, idea exchanges, and peer-to-peer learning can foster a sense of community while enhancing the overall learning experience.

Creating a technological leadership program that is able to use technology, leadership and Bussiness to grow. The ability to create an effective online leadership program will help you see leadership qualities in people, that can help you understand the best way to help others build through leadership qualities

Connect to your deeper layers and analyse what your thoughts are on various aspects of the business and change to the ones which takes you forward by uplifting you

Encourage leaders to share their growth journeys openly. Create a platform or regular sessions where leaders can discuss their challenges, failures, and the lessons they've learned. This promotes a culture of transparency. It also inspires others to embrace a growth mindset by realising that setbacks are an integral part of the journey toward improvement.

Nowdays school children are being taught the fundamental concepts of growth mindset. Leaders requires this as a necessity to engage their evolving workforce.

In the our society today for us to remain revelant and impactful we have to be open minded or else we shall become obsolete . One wise man once said that a closed mind is closed destiny . we have to remain open minded for us to spur growth in the corporate arena ..

Yes, That is right that the best quality of a leader is to foster a growth mindset. Every organization's elementary motto is to be the best among the competitors and achieve the pre-determined goal. For this, the growth mindset of the employees plays the most vital role and the leaders should play the role of amplifier to escalate the growing mindset of the employees

Consider emphasizing the role of empathy in leadership development, encouraging leaders to actively listen and understand diverse viewpoints. Additionally, integrating case studies showcasing successful outcomes from diverse teams can make the message more impactful.

I’ve seen a leadership team go from leading gen x, to millennial, to gen-z without adapting their leadership programs, and every time, it has not gone well. I remind leaders, in organizations especially, that if things haven’t changed in years, then someone on the team is probably very unhappy with how things are going. Change equates growth and opportunity. It gives everyone a chance to learn.

In the contemplarry society with the dynamism which is comng a long with technology that implies we have to keep adapting the new change so that we can remain revelant in the corporate or we shall be lender obsolete and companies as well if they do not adapt new dynamics .

Coaching following on from a leadership development workshop helps increase the transfer of what is learned in the workshop to the workplace. Without this follow up, it is easy to revert to previous practices.

Have fun! So many of these programs have gotten so serious that the ability to retain the information has diminished because people aren’t truly engaged or energized by it. It becomes an intellectual exercise that’s not embraced energetically until it’s experienced energetically. Fun can be so underrated and yet it’s often the secret sauce of what makes these programs go from good to great.

In 2023, leadership development programs are emphasizing personalization, focusing on individual career paths and needs. There's a strong focus on soft skills like emotional intelligence, communication, and adaptability. Blended learning approaches, combining online and in-person training, are popular for flexibility and depth. Mentorship and coaching by experienced leaders are integral, alongside promoting continuous learning beyond formal programs. Diversity and inclusion are key focuses, ensuring leadership reflects diverse perspectives. A culture of regular, constructive feedback for continuous improvement and the integration of real-world challenges into learning are also trending practices.

One thing I find lacking in many organizations is the consistency of the implementation of the leadership programs. The spirit is usually high right after the program but it wanes and sadly some people go back to their old ways. Therefore, monitoring and continuous improvements are important to ensure the execution of the said programs are carried out for good for better success.

I love having the opportunity to work with leaders on Emotional intelligence, but with a twist. The twist is paying attention to the autonomic nervous system, and the role this plays in how we show up mentally, emotionally and behaviourally. If we aren’t aware of this autonomic component of how we are thinking, being and doing, other solutions are often bandaids of sorts. Learning to understand multiple dimensions of ourselves and respond accordingly, supports us to show up for ourselves and for others