5 Critical Success Factors for Leadership Development
- Organizational Willingness
- Visible Leadership
- Focus on the Right People
- Bring Real Life into the Game
- Talent Management
Based on discussions with peer Chief Learning Officers, considering articles from the practice as well as own experience, this list has turned out to be a good checklist for activities that want to breed the future leaders.
The five characteristics of effective leadership development activities
Organizational Willingness
Probably the most important element is the tangible need to develop leaders. Whether it is part of a larger talent strategy or an exemplary program for selected individuals, all development activities have to address an organizational need. Even more, the leadership team has to provide own time and dedication plus resources to manifest the willingness of the activities. Sometimes it is helpful to communicate the link to the overall strategy, sometimes it helps to rephrase the talent strategy. A clear communication within the organization and beyond strengthens the future leaders in their role and helps to unleash their additional energies needed. It also is a symbol for the whole organization, both to understand the tangible need, and to support the future leaders in their efforts.
Visible Leadership
To develop leadership, it must be clear what the term stands for. What are the values, mindsets, competencies related to it, what is the common understanding to be a leader. Who are the role models for which kind of leadership. Is leadership understood as an individual trait, a relational field or is it the result of adaptive actions. Which stories are to be told about exceptional leadership, are they part of case studies, does the organization talk about them? The aspired leadership culture, which will be driven by future leaders should not only be part of leadership programs but also be visible to the whole organization. Leadership needs Followership, direction is a key ingredient to be followed.
Focus on the Right People
“A fool with a tool still is a fool” – effective leadership development takes care for a smart identification of talent, best done in a way that allows the whole organization to take part. Future leaders need to resonate with the organization. Even if the selection mostly will be done by only a handful, it should be clear from the far (of the organization) who has been identified and why. Not only does it propel the development activities, it also gives direction to the whole organization, which factors are important for the future of the organization. At least it shows a team of future leaders, at best it shows the values that leaders (will) stand for.
Bring Real Life into the Game
Leadership Development in most organizations is a bonus track to day to day work. Instead of becoming an extra playground with extra rules, it should be closely connected with everyday’s work and life. Authentic leaders can focus their energy on their personal development areas, action learning shows real challenges and also gives signals to the organization on new solutions. When leaders talk to future leaders on their own leadership experience, they can form personal networks which will turn to be crucial for the organizations future. Joint reflections on the leaders’ real life challenges brings the benefit of the hindsight and allows the organization’s leadership to learn and grow. Even more, it can be the ground to draft individual or organizational stretches with the aim to learn about currently unknowns.
Talent Management
Successful leadership development needs dedicated experts who take care of the process of leadership development and give senior advice to the leadership team. Seasoned leaders with a sound interest in people are a great source for successful talent development. They can use their seniority to balance the long-term necessity of an equipped talent pipeline with a near-term judgement to place a well-equipped successor. Talent management systems can form a good base for talent identification, as long as the tools match with the aspirations of the leadership team. Thoroughly crafted activities make a difference to the leaders as well as to the whole organization as they demonstrate to leaders what they will multiply with their teams. The more a talent development is perceived by these teams as an effective investment into the future of the organization, the more the organization can follow their future leaders.
Design your development activities
These elements are related to any designed leadership development activity with the aim to enrich the behavioral variety of leaders, be it grounded on skills, knowledge, identity, traits or motivation. It can be a formal executive education program, a couple of coaching conversations or a self-organized series of designed experiments, that a leader wants to perform on him/herself.
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