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: Incorporating these key elements of leadership development programs for each level of leader can ensure development in targeted skills. Here's your guide to customizing development by leader level, with leadership training ideas for your development program: Developing Emerging Leaders
Emerging or high-potential leaders are just starting out on their leadership journey. Often, the first steps are to identify the emerging leaders, increase self-awareness, build relational skills, and focus on evidence-based leadership skills to prepare for the shift from managing self to managing others in the future. These early-level leaders are becoming acquainted to the organizational leadership style and common language as they grow and form their leadership plan. 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.