Know more about leadership development
First things first, what is leadership development? In an organizational structure, leadership development is an investment and utilization of human resource within a particular organization.
Be aware though that leadership development and leader development are different terms. As the name suggests, leader development has as its focus development of the leader, as well as any attributes and characteristics attributable to a leader.
Meanwhile, leadership development has its focus on the development of the process of leadership. This basically includes any influences - social or otherwise, as well as the dynamics of a team. This dynamic involves the interaction and between the team and its leader.
Included in the dynamic are the factors involved around the team, this includes the organization’s climate, the network links between other groups and the team involved.
What does leader development focus on?
Basically, a leader development program focuses on three major areas, namely it should be able to provide development opportunities, it should also help stimulate developmental abilities, it should also be able to provide a context in which it supports positive change.
One aspect in which a leader development program focuses on is in the identification and management of talents. This basically involves any ways in which a company recruits, attracts, develops and retains a particular talent.
In the assessment of talents, the capabilities of the current staff members of a particular organization are determined. Their future and current needs as well as abilities are also assessed. Any gap that exists then dictates that a new talent is needed.
When someone with talent is spotted, those with leadership or management abilities should be identified, as well as those who are well-versed in a particular subject.
These talents should then be developed as a preparation for any needs that may arise in the future. One way of developing talent is through rotating them in various job responsibilities. This allows their strengths and weaknesses to shine through.
When a talent has been developed, they should be retained. One way to retain talented individuals is via rewarding them with program incentives.
Planning an individual’s development
An effective leadership development program includes an annual planning of an individual’s training program as well as changing any negative feedback received from subordinates, peers or superiors. Maintaining and improving positive feedbacks is important as well.
Also involved in the planning of an individual’s program is the annual budget, the goals of the organization, among others.
Feedback 360 degrees
This type of feedback is commonly applied in human resources. The feedback would be coming from everyone around the individual. This includes peers, managers, as well as a self-assessment. External feedback is sometimes also culled from suppliers and customers.
This feedback is also called another name: multi-rater. Compared to another type of feedback called “upward” assessment wherein managers are then given feedback by their subordinates, a 360 degree feedback is effective as it allows one to plan training and determine specific areas of development.
All in all, a leadership development program allows organizations and its employees to both benefit from such a set-up. As an individual improves, so does his work. This thereby forebodes well to the company as a whole.
Meanwhile, the individual also makes himself highly skilled and therefore highly marketable not just within the company but externally as well. Therefore, a win-win situation for everyone concerned.