In today’s rapidly evolving business landscape, the role of leaders and managers is more critical than ever. The top priority for HR executives this year, according to Gartner, is leader and manager development. Considering that nearly 8-in-10 (76%) HR leaders say their managers are overwhelmed by the growth of their job responsibilities, and 73% say their leaders and managers aren’t equipped to lead change, it’s clear why development is a priority.
Furthering the need for development is the demographic disruption taking place within the workplace. With millennials increasingly taking over middle management roles alongside the challenges of managing multi-generational workforces, business leaders need to meet the ever-changing demands and responsibilities of these roles. In addition, millennial managers are ushering in new and different expectations of culture and a desire for continuous education and upskilling.
Today more than ever, managers and leaders are the driving force behind organizational success. They are responsible for steering teams through challenges, fostering innovation, and ensuring sustained growth. If that were not enough, our research shows that demands placed on them are constantly evolving, requiring them to possess not only traditional management skills but also agility, empathy, and a keen understanding of technology, among other competencies.
This is where specific leadership development plays a pivotal role, helping ensure the continuous learning and skill development needed to build:
- Adaptability: Leaders and managers must be adaptable in the face of change. Whether it’s navigating market disruptions, implementing new technologies, or responding to shifting consumer demands, they need to lead with flexibility and resilience.
- Strategic Thinking: Effective leaders and managers are strategic thinkers who can anticipate trends, identify opportunities, and develop proactive strategies to drive the organization forward.
- Employee Engagement: Leaders and managers play a crucial role in fostering a positive work environment, providing support, recognition, and growth opportunities for their teams. This can result in greater engagement, performance, and innovation.
- Organizational Culture: Leaders and managers set the tone for organizational culture. By embodying the values and behaviors that align with the company’s mission, they can cultivate a culture of trust, collaboration, and accountability.
Building Leaders Through Effective Leadership Development Plans.
A well-designed leadership development plan serves as a roadmap for identifying, nurturing, and empowering leaders at all levels. Organizations can build a strong leadership pipeline, foster a culture of innovation and excellence, and drive sustainable success by providing leaders with the support, resources, and opportunities they need to grow and thrive.
It’s not enough to simply identify performance and skill gaps or to create development plans without an objective assessment of a leader’s competencies that are critical to success in their role. It’s also critical your leadership development programs generate organizational impact and prove ROI. This may sound simple, yet, 59% of L&D organizations have trouble connecting learning to business outcomes.
Assessments are the Foundation.
When developmental action plans are based on data from assessments, they are more targeted and effective. They also promote accountability and ownership of one’s growth journey, with individuals more likely to actively engage in their development if they understand the context and rigor of the plan.
A recent Heidrick & Struggles survey of executives not in HR, for example, found that although assessments typically conclude with development plans, we see that despite the best intentions, these often become dormant documents with minimal follow-through, tracking, or accountability.
Using science-backed, data-based assessments, organizations can leverage objective, validated insights into an individual’s strengths, weaknesses, and areas for development.
A Consistent and Proven Development Framework.
Once leaders’ strengths, areas for improvement, and developmental goals are identified, personalized development plans can be created that include:
- Goal setting: Clear, specific, and measurable goals are essential for guiding leadership development efforts. Goals should align with both individual and organizational objectives and reflect the skills and competencies leaders need to succeed in their roles.
- Regular feedback and coaching: Regular feedback and coaching are essential for helping leaders identify areas for improvement, capitalize on their strengths, and refine their leadership skills. Coaches provide leaders with valuable guidance, support, and perspective as they navigate challenges and opportunities.
- Opportunities for practice and application: Leadership skills are best developed through practice and application in real-world scenarios. Development plans should outline specific activities, such as training workshops, mentoring relationships, stretch assignments, and educational opportunities, tailored to address each leader’s unique development needs.
- Accountability and Measurement: Effective leadership development plans include mechanisms for accountability and measurement to track progress and ensure alignment with goals. Regular check-ins, progress reviews, and performance evaluations help leaders stay on track, identify areas of improvement, and celebrate successes along the way.
Start Setting Leaders Up for Success.
A well-designed leadership development plan is a strategic investment in the future success of an organization. Grounded in objective assessment and with personal development plans that focus on goal setting, feedback and coaching, opportunities for practice and application, and accountability and measurement, organizations can cultivate continuous learning and growth. This ultimately results in strong, capable leaders who are equipped to navigate complex challenges, inspire their teams, and drive agility and organizational success.