A good leader can make a success of a weak business strategy, and a poor leader ruin even the best business strategy. While all leaders have common leadership challenges, there are different leadership development programmes that can be used for different aspects of leadership, unique to each leadership development growth process. This article covers leadership development using talent management programmes at all levels across the organisation and critical leadership skills required in times of crisis.
A successful leadership development programme begins with the alignment of leadership development with the organisation strategy and an understanding of the type of leadership style(s) needed to execute that strategy. A range of steps position an organisation for current and future leadership needs, below are steps for effective leadership development through talent management:
- Determine the Best Leadership Style for Your Organisation
Identifying the leadership style for an organisation by using situational leadership theory through identification of the type of work, the complexity of the organisation, and the qualifications of the followers.
- Identify Current and Potential Leaders Within the Company
Leaders can be found both internally and externally. Organisations must weigh the cost and timing of developing internal leadership against the cost and availability of hiring from the outside. Managers can assess goals and development plans, solicit feedback, and rate the individual’s progress to date during the performance appraisal process to identify potential leaders.
- Identify Leadership Gaps
The identification of leadership gaps is an assessment of both the individuals and the readiness of the organisation in determining the current and future leadership requirements in comparison with the current leadership team prerequisites in identifying succession plans for those at risk of leaving or planning to leave.
- Develop Succession Plans for Critical Roles
Enduring organisations execute succession management practices across all levels of the organisation to highlight key vulnerabilities in most organisations—a lack of bench strength at the supervisory and mid-level management levels and the neglect of high-potential talent in mission-critical roles.
- Develop Career Planning Goals for Potential Leaders
Organisations that support career planning for their employees by offering career advancement or organisational opportunities gain in retention, engagement, and protection of the leadership pipeline.
- Develop Skills Growth Roadmap for Future Leaders
Once the high-potential employees have been identified, skills growth roadmap should be developed for the future leaders. Because people learn and develop new skills both inside and outside the classroom, a development programme needs to support both traditional and non-traditional learning.
- Develop Retention Programmes for Current and Future Leaders
Monetary as well as non-monetary rewards can be used to improve the retention of any employee, but particular attention needs to be paid to high performers and future leaders.
Leaders are decision-makers while managing employees, of course, and they are also a de facto cultural leader. Consciously or not, a leader’s manner and behaviour transmit a wide range of cultural markers and sets the stage for a healthy or dysfunctional organisation.
It is no wonder then that leadership development is an essential part of cultural transformation.