Ignite Your Leadership Journey

Leadership and Growth – Planning for Strategic Leadership Development in Leadership and Why it Matters?

Have you ever wondered why Planning for Strategic Leadership Development in Leadership Matters?

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I have learned that the power strategy sits in unlocking not just careers but entire organizations. An example is a multinational corporation with much turnover and experiencing low employee engagement. Through establishing a full-scale strategic leadership development program, they developed new leaders who both stayed with - and community made it reach peak innovation heights, entering into many untapped markets. This is a key example of why it is so essential to plan for leadership development at a strategic level proactively.

Importance - Regardless of industry and the speed at which technology evolves, strategic leadership development is even more critical than ever. The World Economic Forum has stated that 50% of all employees will require reskilling by next year as the adoption of technology surges. What does this trend highlight? It is a powerful reminder that organizations need leaders who: 1. understand this, 2. can lead through complex change, and 3. must be emotionally inspiring for their teams. And so how can we develop them? Leadership development programs: leadership development is a priority that creates the bench strength necessary to meet the future demands of organizations.

Impact - Strategic leadership development plays an essential role in changing organizations. When done properly, talent management results in greater employee engagement, which means higher retention rates and more robust organizational performance. We take the case of IBM, one of its iconic initiatives to develop leaders. IBM steadfastly cultivating a leadership culture allows IBM to navigate the shifts in technologies and continue leading tech. For instance, Procter & Gamble offers well-known leadership development programs and has a long list of former participants who have risen to lead the company in different market conditions.. These examples showcase that strategic leadership development makes an organization set for success and sustainable in the long run.

Challenges - Though a powerful endgame, strategic leadership development is not without its drawbacks. However, a significant obstacle to this is that resistance against change often slows the adoption of innovative ways people lead. Further, finding and developing the right talent is a significant time and financial investment. Again, one of the most daunting challenges facing organizations is connecting leadership development to their strategic goals and tailoring it to impact business requirements directly. Some ways to address these realities include creating a culture for continuous learning, directing efforts at recognizing high potentials using data and committing resources toward ensuring that future leaders have support structures around them in the form of mentors.

Relevance for the Boardroom - Our boardrooms are vested in strategic leadership development; it is an essential agenda. As board members, we can reinforce this with other leaders -or stakeholders by passing a budget that allocates to L&D programs only if they are directly connected to the organizational strategy. We can endorse programs and efforts that build a leadership culture throughout the organization - prepared to meet emerging challenges head-on. As board members, we are the stewards of this most significant asset, and by investing in leadership development, we can build a more resilient organization poised for long-term growth.

Global Perspectives - Leadership development as a practice is different in cultural and international contexts. Illustratively, Japan is a country where lifelong employment and seniority-based promotion are the social norms; likewise, Japanese traditions have influenced leadership development. But finally, we are seeing a shift towards advancement on merit and learning. On the other hand, Nordic countries promote flat organizational structures and collective leadership styles that align with their values of equality and working together. Insight, understanding, and respecting these global perspectives can provide information beneficial for creating culturally sensitive, globally competitive leadership programs.

Expert Opinions - Leadership development is something leadership experts consider an essential part of any organization’s success. Dr. John Kotter suggests that “leadership development is not just a program designed to train future leaders, it has more to do with enabling everyone in any organization at all levels or positions as well learn their part towards contribution.” Likewise, Dr. Marshall Goldsmith points out that “those leadership development programs are best which align with what an organization is trying to accomplish strategically and culturally differentiate from others.” That is where these insights stress the strategic nature of leadership development.

Future Outlooks - Given the future leadership landscape, this responsibility will only become more imperative in years to come. Given complexity and dynamism, there is an even greater demand for robust and flexible leadership. This will include digital transformation, remote work and a heightened focus on diversity and inclusion - all trends that have only been accelerated by the ongoing pandemic. Leaders and organizations that strategically identify these trends and invest in leadership development will be far ahead of the curve.

Three Takeaways for our Boardrooms:

Takeaway #1: Leading by Example in Leadership Development - We must connect all organizational objectives and strategy goals to the organization’s long-term plan.

Takeaway #2: Encourage Ongoing Education and Professional Development – We must foster continuous learning, essential for building a resilient leadership pipeline.

Takeaway #3: Deeper Data and Analytics – We must turn data insights into action, using a more detailed view to identify the most promising leaders - and design programs that meet their needs.

Final Reflections - Strategic leadership development planning isn't solely about what will be; it is, most importantly, a map to ensure that our business is in the best position possible given today's uncertainties. And if we truly claim to value leadership at all levels, our culture must embody that. When we work on leadership development first, this is the same as pouring a strong foundation for overall success. This means weaving leadership development into strategic planning, creating a culture of lifelong learning, and building data-driven decision-making enterprises. Let’s agree to develop future leaders and prepare our organizations for what is coming next. So, are you ready?

Share with us your experiences and challenges related to strategic leadership development.

How have you incorporated leadership development in your organizational culture?

What challenges did you face, and how did you overcome them?

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Embrace Your Leadership Journey by Planning for Strategic Leadership Development in Leadership

Ignite your Leadership Journey – Share Your Insights and Challenges in Planning for Strategic Leadership Development in Leadership

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You might check some of the topics elaborated on previously. See other articles

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