The Need for Leadership Development

The Need for Leadership Development

Another key issue facing HR in 2015 is the need for Leadership Development as many organizations cut their training budgets in 2008, cleared out tiers of management, and often promoted more inexperienced managers in to senior roles.  With limited Training and Development these individuals are now being asked to run larger, more complex teams and make key decisions regarding the future of the business.  High Performance Leadership Development Programmes and Executive Coaching Programmes are now in high demand in order to swiftly up-skill Exec and middle management teams.

These leaders may have been recruited or promoted on the basis of their technical knowledge and capability in the industry and often they are looking for assistance in developing their key behaviours in order to be able to manage and lead more effectively.  Most Leaders have adapted their leadership style during the course of their career, sometimes picking up bad habits from their own bosses in the past; many are former experts in their chosen field and often they have progressed without much formal Leadership Training.   Frequently if they see the business results are good, then the Board and shareholders are happy, and as a result leaders believe that their style must be working.  However, often leaders are unaware of the effect they have on their teams; many rarely receive any constructive feedback and are then surprised when they are unable to inspire, motivate, engender trust and respect and retain top talent.

Howard Gardner, author of Multiple Intelligences says ‘One of the paradoxes is that the higher a leader rises in the ranks, the less performance feedback she receives. People are afraid to tell her, particularly when she’s making mistakes. A leader can think they’re doing fine, not realizing that actually they’re not.  Of course, the wise leader goes out of his or her way to consult with people who will offer honest feedback.’ 

A Face to Face 360 Feedback Review is the most effective way of  identifying a leader’s key development areas, skills and performance gaps ahead of any High Performance Leadership interventions and for the purposes of Talent Management and Succession Planning.

As a result of a 360 Feedback Review leaders are able to identify and develop key Leadership and Management Competencies, such as improving their Emotional Intelligence, Leadership Judgement, Leading as opposed to Managing Change, Building Resilience, Managing Conflict,  Strategy Alignment in order to become more effective and advance the performance of their teams and the business overall.  Other Talent Assessment Solutions such as Personality Questionnaires and the Leadership Judgement Indicator can combine to produce a fully rounded assessment of the leader’s performance and potential.

At Natural Talent our High Performance Leadership Development Programmes are very practical and highly interactive as leaders concentrate on modifying their behaviours whilst working on current real life business scenarios and projects, such as assessing strategic challenges, key accelerators and inhibitors to growth and change, strategic planning, communicating and embedding the vision, analyzing the effects of globalization, creating a culture of innovation, and the importance of value capture and competitive and positional advantage in achieving significant growth.

In order to be able to apply the leadership tools and techniques effectively back in the office with their teams, the leaders receive ongoing feedback and practice models throughout every session.  In addition, one of the modules may include Coaching from a professional International Rugby Player, who will link the necessary skills, attitudes, competencies and behaviours required to be an elite Rugby star to the learning from all previous modules, including respect, teamwork, controlled aggression, focus, targets, drive, and ambition.  During active sessions leaders often ‘revert to type’ under pressure; these highly practical sessions ensure that behaviour change is sustained, identify progress made, and recommend any further key development areas which may be developed in Executive Coaching Programmes.

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