Leadership Development

 

...is developing you

and your people.

Let’s have a conversation about ways to develop your team’s leadership skills.

You can never have an impact on society if you have not changed yourself.

         --Nelson Mandela

You may feel you could use an outside perspective who is not a consultant--just for objectivity and feedback.

And you may feel that your own leadership style could be more effective.

Perhaps what worked so well to get you to where you are now just can’t generate the same spark and enthusiasm.

                                  or...

You know that some of your key people have the potential...and you can see they need to fill in some important areas before they are truly ready for the next level.

  1. How do you determine which areas they could best focus on?

  2. How do you get buy-in?

  3. How do you monitor leadership development?

  4. How do you establish accountability for leadership development when the whole concept is so abstract?


Leadership Development is the single biggest challenge facing 21st Century business


  1. Only 3% of company executives believe in the statement “We develop people well”.

  2.   A high-performing leader is worth $25 million after taxes for a Fortune 500 company.

  3. “Companies scoring in the top quintile of talent management practices outperform their industry’s mean return to shareholders by 22 percentage points” (Lombardo and Eichinger).

  4.   Having a specific development plan for high potential individual contributors and managers is the best way to ensure a solid succession plan.

Look at the lists of business skills below.  How good are you at identifying and developing the diverse and specific skills that you and your people will need to take your business to the next level?

                                        Benefits of a leadership development plan:


  1.   You will have created a development roadmap for your high potential people that they can buy into;

  2.   You will be maximizing your most important resource, and your key people will know it too;

  3.   You will know that your team is focusing on developing themselves and their people;

  4.   You will be able to identify team and individual weaknesses sooner, and respond sooner;

  5.   You will be able to identify your most critical leadership factors BEFORE we start;

  6.   You will learn some new strategic and operational skills during the process.

Strategic Skills:

Dealing with ambiguity

Business acumen

Creativity

Dealing with ambiguity

Strategic agility

Decision Quality

Innovation Management

Operating Skills:

Planning

Organizing

Directing Others

Time Management

Developing direct reports

Process Management

Courage Skills:

Conflict Management

Sizing Up People

Hiring and Firing

Energy and Drive:

Action Oriented

Drive For Results

Organizational Skills:

Political Savvy

Written Communications

Personal Skills:

Motivating others

Ethics and Values

Managing Vision and Purpose

Peer and Boss Relationships

Building Effective Teams