Leadership development is not merely acquiring knowledge from reading books or attaining an MBA.  Leadership is the transition from talented or technical individual contributors to those that can clarify aspirations, not just deliver the assessments of the company’s current reality.  The process of becoming a true ‘leader’ is a journey that mandates commitment, discipline, passion, competency; and, an awareness of social relationships, personally and professionally.  It is not a one-time retreat or rally building weekend.

As companies develop their own leadership cultivation programs, here are key factors to remember:

  • Leadership is not the property of individuals or departments.  Most programs require the participants to be away from their current job for a period of time, attending structured classes, participating in projects to polish expertise, or to be on some form of revolving assignment for growth.
  • Leaders introduce levels of change that can be uncomfortable for colleagues.  Returning leaders validate older conversations that worked in the past; but, can now identify where they need to go forward in creating new domains for conversations.  They may bring in new vocabulary or expressions that peers may not have previously heard.

As you develop your next generation of leaders, ask yourself:

  • How will you design your leadership’s social system to honor a mix of values eliminating the ‘one value-one strategy’ approach in any new programs?
  • What is the plan for a continued shared future as markets and economics may change?  Will there be quarterly meeting or annual retreats between the leaders and their direct reports?
  • How are you assessing the capabilities of the rising managers for flexibility and adaptability in the coming future?

Great too hear your thoughts and comments on this one.

 

Developing the Next Leaders

15 thoughts on “Developing the Next Leaders

  • December 29, 2013 at 10:55 am
    Permalink

    FD–appreciate your remarks and thanks. We post about 2-3 times monthly as we travel some with business. Visit us again.

  • August 22, 2013 at 3:24 pm
    Permalink

    Superb, what a blog this is! This webpage provides useful data to us, keep it up.

  • June 26, 2013 at 1:45 pm
    Permalink

    I just want to mention I am very new to blogs and absolutely savored this blog site. I’m going to bookmark your website. You amazingly have very good articles. Cheers for sharing your web-site.

  • June 12, 2013 at 2:59 pm
    Permalink

    Hello very nice blog!! Excellent .. Superb .. I will bookmark your web site and take the feeds additionally?

    I am glad to see numerous helpful information right here in the publish, we’d like develop extra strategies on this regard, thanks for sharing. . . . . .

  • March 27, 2013 at 10:38 pm
    Permalink

    My partner and I respect the valuable information you are offering as part of your content articles. I will book mark your website. I’m really self-confident my children are going to realize a lot of fresh things when compared with other sites they are visiting.

  • October 10, 2012 at 3:58 am
    Permalink

    Hiya, I’m really glad I’ve found this info. Today bloggers publish just about gossips and web and this is really annoying. A good website with interesting content, that’s what I need. Thanks for keeping this site, I’ll be visiting it. Do you do newsletters? Can not find it.

  • September 26, 2012 at 6:40 pm
    Permalink

    Great article, I enjoyed reading it.

    • September 28, 2012 at 9:52 pm
      Permalink

      KLeckner–like to hear more about your stories with next leaders. Thanks for the comment.

  • September 26, 2012 at 12:51 pm
    Permalink

    Great article, I enjoyed reading it.

    • October 8, 2012 at 7:05 pm
      Permalink

      Unparalleled accuracy, unequivoacl clarity, and undeniable importance!

  • September 11, 2012 at 9:38 am
    Permalink

    I am really inspired with your writing skills as well as with the layout in your blog. Anyway keep up the nice quality writing, it is uncommon to see a great weblog like this one these days..

    • October 9, 2012 at 9:59 am
      Permalink

      I agree with the comments aalredy posted. I’d ask the team what impact it has on their work when team members don’t show up, and what they want to do about it. I think all coaches have to be careful and clear when they wear the dual hats of AL program manager and coach. I experienced this situation with a team working a multi-month org challenge. I was serving as program manager and coach. The team developed a lot of hostility toward one member who wouldn’t show and wasn’t pulling his weight. They would not confront the individual directly, but the non-verbals could have knocked you over! Since they knew they all experience was part of hi-po leadership development, they looked to me in my PM role to do something about the non-participating individual. The Problem Owner was aware of it, so I deferred to him to take action about the individual’s lack of participation. (He didn’t, that I could tell.) It all came to a head when the AL teams were finished, and they wanted some mention of their work/contribution included in performance appraisals, since the AL engagement took a considerable amount of their time. The PO decided to honor that request and wrote that input, as he was in their management chain. Which brings up another issue for a Program Manager and the leadership sponsoring AL teams: setting clear expectations up front with participants about AL as a development activity, rather than a performance expectation. What will be formally documented? How will uneven participation be regarded? Would love to hear some other experiences on this one, from the Program Manager perspective. My own experience tells me it’s better to frame it solely as a developmental experience, and to keep it out of the performance appraisal process.

  • September 7, 2012 at 1:28 am
    Permalink

    Hello There. I discovered your weblog using msn. That is a really well written article. I’ll make sure to bookmark it and come back to read extra of your useful info. Thank you for the post. I’ll definitely comeback.

  • September 6, 2012 at 9:02 am
    Permalink

    Generally I don’t read article on blogs, however I wish to say that this write-up very pressured me to check out and do so! Your writing taste has been amazed me. Thank you, quite nice article.

Comments are closed.

Receive Free Monthly eZines