Leadership is a critical part of business. A good leader can significantly boost the performance of a business and a poor leader can ruin every success the business has achieved. That is why establishing effective leadership by using leadership development programs can produce significant business value. Many organizations and business owners in Sydney have greatly embraced this concept. This is the reason why leadership development Sydney programs have skyrocketed over the past few years. As a matter of fact, many companies are willing to spend thousands of dollars in leadership development training. While this concept is undoubtedly important for businesses, it can be a mere flop if not executed and assessed effectively. If the program is expected to deliver the returns on investment, it has to be managed in a proper way. This article will give you some tips to ensure that your leadership development Sydney program succeeds.
Determine the best leadership style in your organization
The leadership style required by a manager in an art museum is obviously different from the style used by the director of corporate security. This is because the underlying elements in the two organizations are completely different. Leadership styles can also vary within an organization. For instance, the style used by the CEO might vary from those used by department managers in the finance, marketing and operations services. The best way to understand the appropriate leadership style is by assessing the organization culture and values.
Identify current and potential leaders
What are the expected leadership skills and competencies in your organization? This is a good starting point to identify potential leaders in the company. Potential leaders can be identified internally or through recruitment process. Your choice is based on the cost, timing and availability of developing internal leadership or hiring an outsider.
Identifying leadership gaps
An effective leadership development Sydney best program is one that first identifies gaps of both individuals and the organization. Identify the current and future leadership requirements and compare them against the current leadership team. Are there leaders who are at risk of leaving? Is there a proper succession plan for such kind of leaders? Look at the leadership development pipeline and the gaps in skills that need to be filled.
Establish a succession plan
What happens when a top leader abruptly leaves the organization? Succession plans avoid employee trauma and disruption of work when such an event occurs. A good element of succession planning programs is mentoring and coaching. Technology can also be used to support succession planning. Nowadays there are technology systems that can track individual readiness based on performance, competencies and skills; top candidates are promoted based on composite feedback scores.
Develop career planning goals
Days are gone when career planning was considered an individual affair. Organizations should support career planning for their employees. This encourages employee engagement and retention in addition to protection of the leadership development pipeline. Such opportunities can also be tied to relevant development activities that will enhance the overall performance of the organization. If you are not concerned with career advancement of your employees, your competitors will.