What are the most effective ways to support leaders after completing a leadership development program?

Most of the leadership programs is all about right decisions and trust on team. I hope comparing the current activities and setting the new benchmark for further improvements is highly required. Involve members and set the new higher benchmark with new expectations and creating new a motivation among the ecosystem will help, and never forget to take challenging acceptance from your mentors and RM also.

Coaching as a method could be a great support after the leading program, but not only to set goals, priorities and directions, but also to work around inner resources for that: what could help to gain results, what actions could be empowering for an individual and what may go wrong and block from moving forward. Those aspects are very unique and require coaching tools to be defined. The main issue most leaders face after any L&D program is implementation of new knowledge, so coaching/mentoring could be a great help, creating a space for discussing real-time cases and practicing the implementation of recent knowledge and approaches. That’s the only way to change fixed patterns of behavior and develop new ways in practice.

I’ve found that people often assume that because they know something, everyone should know. This is a common mistake that we make. Approaching people for questions present an opportunity to coach. It’s very easy to fall into the trap of the norm, the “it has always been done this way for a long time” mentality. Coaching and mentoring help steer that frame of thinking and focus on results based on the present situation

I feel coaching and mentoring is a one-on-one reserved for the person that earns it the most this means that you have plans for this employee you want to see them succeed and be promoted and take on more responsibility and move within the company I don't believe it's something like everybody gets a trophy that's not reality

The key need for an individual who has undergone a leadership development program is to apply the learning. Coaching & Mentoring a 30-60-90 day Implementation Plan with key goals defined. Doing fortnightly coaching sessions.

Any learning if not implemented yields nothing. Instead, it is cost to the company and loss of man hours for the Learning and Development team. If a leader demonstrates and implements learning it shows that the Leader is a learning and growing leader. Such leaders should be encouraged by an appropriate recognition program. This will motivate the leader to make a meaningful contribution to the organization.

An ideal leadership development program combines training with functional strategy development and planning, team development and a cadence of accountability driven by the team through functional execution. This way the team takes the value of the training all the way to upgrading the organisation and bringing results. Doing that as a team has enduring value - in developing a high performing team, in advancing the business forward and in activating the growth and development benefit of the training itself.

Recognition, feeling of importance are the basic tenets of human life. We may do many development programs but not giving recognition, power and connected accountability would lead to no progress. This is not just for leaders but for every workforce and more importantly lets not underestimate the power of being nice to each other, this would help in multiplying the business numbers more than any education.

Once we have a leader who is ready to thrive within, he/she should be under accountability & recognition process which in return perishes the skill set & is a huge add up to a refined leader in making. An ideology that they bring to the table & how their skills will be creating an impact. A consciousness of themselves is a great add up. Also, the ripple effect of above actions which are in favour of great progress should be hugely celebrated. Such minds should be applauded and should be given a cheer. The recognition of the talent they hold, visionary thinking that they hold shall be hugely appreciated. Accountability & recognition both go side by side.

Creating second generation leaders, can be one of the most focused objectives among all, as it will not only help them to get their shoes in to but also give some depth in sights.

Even better allow the employee who just finished their leadership program to lead and direct a new learning group. Allow them guide others with the new skills they’ve learned and watch them flourish

I agree but if these leaders don’t teach to others or implement the learning’s these courses will become useless. Generally the program is taken as a detour and when they come back to work it becomes business as usual. First and foremost the build up to the course should bevin sync to the challenges and when the reflection and learning opportunity is provided it should immediately be followed by a phase of experimenting new ideas and working out solutions which should be different to any thing done in the past. The leaders must be held accountable for these process changes and not on immediate outcomes , than only these programs will become meaningful.

Another step would be a same/cross departmental collaboration. Learning is a never ending process & it sees no bar. One can learn from colleague, leaders, cross functional team etc. A great learning & collaboration creates a stronger network. A strong community so made has a higher yielding capabilities in whichsoever field such leaders get into. A strong network as such has great impact on society & helps to channel positive change & growth all around.

Whether formal or informal, online or offline, these groups enable leaders to collaborate, share best practices, and tackle challenges collectively. The exchange of insights within these networks not only expands perspectives but also fosters problem-solving and resource access. Additionally, it enhances a sense of belonging and support among leaders, creating a dynamic environment for continuous learning and growth.

After training, it's important to help leaders make connections for more growth. By introducing them to learning groups and networks, they can share ideas and challenges with others. This proactive step helps them keep learning and feel supported as they grow. Do help foster those relationships. Some new leaders may feel nervous in reaching out.

Over the time a quick walk-through of previously learnt lessons would help the leader in particular to a greater extent. The things that they have learnt needs a review. This helps to keep their built & capabilities in check. Similarly, advanced courses helps to sustain in current environment with forthcoming changes alongside learning. What a leader has learnt & what will be an additional learning shall be concurrent. This will help to hone the skills, broaden the concept & enhance the repertory.

Mantening updated your resources is the perfect way to have a good leadership program. They have to feel that they are valued resources

In my opinion, when a leader identifies a learning method on their own, it is easier to follow through because it is adequately tailored and self paced therefore goals are easier to achieve.

To support self-directed learning in your team, you can encourage them to set their own learning goals and find resources that interest them. Help them by suggesting books, online courses, or workshops. Also, regularly check in to discuss their progress and challenges. This way, you're giving them the freedom to learn what they want while guiding them along the way. It helps build a culture where everyone is excited about learning and growing.

A fifth way to support leaders after completing a leadership development program is to encourage self-directed learning. Self-directed learning is the process of taking charge of one's own learning goals, strategies, and resources. It involves setting learning objectives, choosing learning methods, seeking feedback, and evaluating outcomes. Self-directed learning can help leaders to maintain their curiosity, initiative, and autonomy. It can also help them to customize their learning according to their needs, preferences, and styles.

After completing Learning Program, it is time to implement their learnings. This can be done by involving themselves in strategic planning and decision making of the organization. They can share their learnings with others to empower the learning mindset of the team.

After completing a leadership development program, effective ways to support leaders include ongoing mentorship, providing opportunities for practical application of skills, fostering a supportive work environment, and offering continuous learning opportunities to keep them updated on industry trends and leadership best practices. Regular feedback and coaching sessions can also contribute to their growth and success.

Create a fail forward environment and it’s ok to see errors, that’s what makes us Human. As a coach, never forget your challenges and also it’s ok that we all won’t progress in the same pace. I have seen where just because you could do it in first 10 mins, you would feel the person isn’t worth since the mark of 10 was missed. Be there, show them, point it out respectfully and be humble. That doesn’t mean you would not put a fail safe strategy or monitoring tool.

TO PROVIDE AN ENABLING ENVIRONMENT FOR FLEXIBILITY The most effective ways to support leaders after completing leadership development program are to provide an enabling environment for Flexibility and To develop him as a process catalyst.This meant that the new leader will be helped to consistently develop his talent;be innovative ,and development ideas consistent of his creativity, devoid of ' Red Tapism'. The new leader will training and retraining staff to acquire current technologies;and build a strong team. The new leader will also be under an experienced management staff at the data processing department to deal with data collection, collation, validity, analysis , monitoring, evaluation and control.