Developing high-impact players

Traditional leadership development programs are based largely on theory and as a consequence it can be difficult to see the tangible impact that such training can have on a business. Today’s companies are increasingly looking for a return on the investment that they make in their people and thus it is vital that the link between individual development and the business benefits are both real and visible. The following steps represent an approach to leadership development that is ‘high impact’ both in terms of the individual and the company.

Align individual development with the needs of the business

Quite rightly, businesses want to see a return on the investment that they make in their people. But often it is difficult to realize the benefits of leadership development as the program has failed to align the needs of the participants with the strategic requirements of the business.

Traditional leadership programs usually take place offsite and are rooted in role playing exercises, case studies and theoretical management situations. It is easy to be strategic about a ‘theory’ and while participants are encouraged to apply what they have learnt to their working lives, it is often difficult for top management to see the impact of this training on the wider company.

To be truly effective leadership development programs must align the individual’s personal development with the strategic needs of the business. Only by doing this will organizations be able to maximize the return on their employees potential.

Leadership development on the job

For both business and the individual to fully benefit, leadership development should be integrated into the participants real working lives. Rather than using pseudo business projects, actual projects that form part of the company’s strategic agenda form valuable vehicles for development.

Such an approach is an extension of the ‘action learning’ model of development. Participants receive training and guidance in a traditional workshop environment, but will then be put into action learning groups and assigned to ‘real life’ projects that they would not normally be given responsibility for.

The participants will be responsible for all aspects of the projects, including stakeholder management and the presentation of results/recommendations to the board. They will, of course, have ongoing support from leadership coaches, but the ‘real’ nature of the program means that they will be forced to apply the leadership skills they have been taught. By taking group members outside of their comfort zones, this type of program will stretch and develop them in a way that could never happen in a staged environment.

It is vital the right project is chosen, not just anything on the corporate agenda. Moreover, this approach requires complete buy-in from those at the top; a high level of active engagement is needed from senior management.

Enhance both strategic thinking and leadership style

In terms of the individual, this approach will enable those taking part to develop both their strategic thinking as well as enhance their leadership capabilities and performance.

The development of a participant’s strategic thinking will come through the project itself by enabling them to take on more senior responsibilities and exposing them to a higher level of decision-making. This can be complemented by theoretical inputs on strategic thinking as required.

The participants’ leadership abilities will also be enhanced by the challenge of meeting the requirements of the project while carrying out their usual job role. The project should be designed to add considerably more work to participants usual workload, which prepares them for the additional responsibilities and workload associated with top leadership roles. By stretching them in this way, they will be forced to delegate more widely and adopt a less controlling and ‘hands on’ approach to leadership. This, in turn, should lead to the development of a more inclusive, motivating style of managing their direct reports.

Crucially, those involved in the project have direct exposure to the board, providing them with the opportunity to build new relationships and gain recognition from those at the very top of the organization.

Reaping the business benefits

Unlike traditional programs, this approach to leadership development will have immediate and noticeable benefits for the wider business.

By taking participants out of their traditional roles and enabling them to develop and implement their strategic and leadership skills, businesses are able to truly maximize the potential of their employees in actual business projects. Moreover, the projects enable senior management to easily identify the achievements and capabilities of individual participants and respond accordingly.

This form of ‘on the job’ development will not only impact the actions of those taking part, but will have much wider implications. For example, as participants are stretched to meet the requirements of the project, their direct reports not only benefit from improved management, but are also given the opportunity to step up and take on new responsibilities. The end result is organization-wide change.

In addition, as these ‘action groups’ usually involve participants from different parts of the company, the approach helps to create new networks among employees and thus helps to strengthen the culture of the organization.

Finally, by adopting this extremely effective approach to leadership development, businesses will succeed in creating a cadre of leaders capable of driving future growth.