Title: 17 Elements to Include in Leadership Development Programs
Headings: 17 Elements to Include in Leadership Development Programs
17 Elements to Include in Leadership Development Programs
Creating Programs for Developing Leaders, From Emerging Leaders to Executives
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Developing Emerging Leaders
Developing Middle Management
Developing Senior Leaders
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Content: Emerging leader development programs can include elements such as the following: Self-assessment to identify current areas of improvement
Leading a key functional project to practice increased responsibility and accountability
Group coaching to allow emerging leaders to grow together, connect across organizational functions, consider future scenarios and roles, or develop a management mindset
Mentoring and coaching relationships to expose high-potential leaders to other parts of the business
Developing Middle Management
Seasoned leaders typically have different needs than emerging or senior-level leaders and developing middle managers has to take into special consideration their prior experience. These supervisor, manager, or director-level leaders need learning designed around deepening current skills, engaging and influencing others to amplify results, operating strategically, leading other leaders, and establishing teams. Middle management development programs can include elements such as the following: Exposure to higher-level or senior leaders outside of the organization to deepen outsight
Professional or industry association involvement to gain deeper knowledge and connections in the industry
Action learning to practice solving a high-level, complex, real-world business issue with a diverse, cross-functional group
Individual mentoring and coaching relationships with higher-level or senior leaders to gain understanding of the business as a whole
Acting as a coach or mentor for emerging, high-potential leaders to develop or strengthen coaching and relational skills
Cross-functional, cross-level, or international business assignments to diversify experience within the organization across business units or functions
Leading a major organizational initiative or full-time strategic project assignment to practice building high-performing teams and leading other leaders
Volunteer leadership or board role in an industry or professional association to build experience influencing others
360-degree assessments to identify areas of improvement and how they show up to others
Developing Senior Leaders
As leaders rise to enterprise-wide executive roles, the complexity of what success looks like increases as well. C-suite leaders are expected to strategically manage the business as a whole and/or specific business units, no longer just manage groups of leaders. These leaders are expected to act as forward-looking visionaries, driving action through others. Senior leadership development programs can include elements such as the following: Individual coaching to discuss complex business issues and development goals
Executive team coaching to increase team cohesion and ability to identify a shared vision
360-degree assessments to identify areas of improvement and how they show up to others as leaders
Executive education programs and advanced degrees to build business acumen and critical industry-specific skills
Bersin by Deloitte found that on average the investment in development per level of leader varies from $8,204 for executives to $2,551 for first-level leaders.* These numbers reflect the increasing complexity of skills required as leaders move throughout our organizations.