Creating Leadership Development Plans

Leadership Planning is a key activity in each work group or organization, and that is one of the principles of leadership. As a people developer, a leader is required to pay attention to certain details of the concept of "leadership development plans".

It needs to be understood that leadership development is a process that is focused on issues in a company in developing leadership at the individual, unit and organizational level. Leadership development is not an approach that is completed only with short motivational training, NLP, hypno, communication or the like.

Creating Leadership Development Plans

Creating leadership development plans within a company requires a strategic plan. Even though it still seems abstract, leaders must first realize that there is a formal contract between leaders and staff in such a concept. This means that the leader must prepare a design where the development of employees is one of the agenda.

After preparing a large design, the leader must prepare a formal contract which is essentially the point of informing opportunities for subordinates to develop.

A leader can detail such information in several ways, such as the form of opportunity that will be given, what criteria make a child get the opportunity, and what kind of conditions that trigger opportunities to develop. This method implies neat management, while demonstrating the serious will of the leader.

Furthermore, the concept of "development and learning plans" is also related to certain activities that connect the interests and abilities of employees to the future needs of the organization. It is clear that the latter is directly related to the vision and goals that the organization wants to aim at.

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Examples of Leadership Development Plans

Then, what activities are possible? Here can be given several examples such as:

1) Formal training or ‘education and training’. The function of formal training is not just to strengthen communication between leaders and subordinates, but also intended to develop staff capabilities and predict advances based on certain categories and ratings.

2) Giving assignments for employees to pursue further education. Not all organizations can implement this method. This choice is generally needed if the organization is an institution that concentrates in the scientific field, such as research institutions.

3) Team work and knowledge sharing. This one is the most common and possible activity. Some people involved in carrying out a task / project can learn and discuss all possible developments in a better way.

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Knowing the Challenge

Leadership development is a complete concept for developing leadership competencies in the scope of individuals, units and organizations.

In the Developing Leadership Talent (2008) the Center for Creative Leadership (CCL) uses the questions below to develop a leadership development program. In essence, these questions are useful for knowing the challenges faced by the company, so that they are able to create leadership development plans appropriately.

The questions are as follows:
• What are the key challenges that the organization will face in the company's strategic planning process in the future for at least the next 5 years?
• What should the leader do to make a significant difference in order to implement the organization's business strategy? What capabilities are needed in the function / department so that they can make a difference?
• Are individual leadership competencies to be built?
• Who will build it: individuals, groups, units, or cross functional organizations?
• How is the current level of competence and expertise compared to the expected level?
• What development methodology will be used and why? Can this build organizational capacity and capability?
• How do we start development initiatives?
• How do we evaluate the long-term effects of leadership development?

Whereas Rick and O'Brien (2005) in The Leadership Lexicon illustrate leadership functions and flows as a process as follows: leadership must be based on the needs of the company which are then translated into a strategic plan consisting of vision, mission, values, goals, targets and the strategy itself.

After that it was revealed in the development of capabilities at the individual level, processes, technology and corporate culture. And finally do the alignment process at the organizational and individual level so that it builds change within the organization. Creating leadership development plans is not always easy, but this is quite important to fight for.
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