Build a Leadership Development Program Dont let a

Build a Leadership Development Program Don’t let a lack of leadership development be the downfall of your organization. SAMPLE Learn about becoming a member Mc. Lean & Company is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that have a clear and measurable impact on your business. © 1997 - 2016 Mc. Lean & Company is a division of Info-Tech Research Group Mc. Lean & Company 1

Introduction Build your leadership development program by identifying the right employees for development and prioritizing the leadership competencies that support and align with business goals. This Research is Designed For: HR professionals responsible for leadership development. Executives with a vested interest in leadership development. This Research Will Help You: Identify candidates for leadership development. Decide your leadership development program format and build the program content and activities. Implement the program with a communications plan. Evaluate the program outcomes for continued success. This set will only look at Managers, Directors, and Executives. If you are interested in developing high potential employees see Mc. Lean & Company’s solution set: Identify, Develop, and Engage High Potential Employees. SAMPLE Mc. Lean & Company 2

Executive Summary Situation ! • Looming talent shortages have motivated organizations to place leadership • Build a leadership development program that uses experiential, relational, and formal learning techniques. development among their top priorities for the past four years. Leadership development goes hand-in-hand with succession planning. It is also critical due to its ability to improve engagement and reduce turnover rates, which impact the organization’s ability to achieve strategic goals. Complication ? • Organizations are often overwhelmed with developing their leadership • Mc. Lean & Co. Insight competencies, getting traction for the program, and not over-engineering the program. Selecting employees with leadership potential and creating effective development opportunities can be a challenging undertaking. The greatest amount of learning occurs in on-the-job experiences, but development is made more successful when experiential learning is combined with both formal training and feedback. Resolution • Develop a tailored leadership program by aligning leadership competencies with organizational needs and prioritizing the • • • largest competency gaps. Assess employees for leadership potential by observing and evaluating their performance of core leadership competencies and through using a 9 -Box Grid. Gain buy-in for the program with a clear business case and showing results-based success as an outcome of the program. Ensure that leadership development is a company-wide initiative and that participants’ managers are onboard with the program, as they will be responsible for a lot of the development oversight. This can be accomplished with a good communication plan and by making people development a part of their performance appraisal. SAMPLE Mc. Lean & Company 3

Mc. Lean & Company offers various levels of support to best suit your needs DIY Toolkit “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful. ” Guided Implementation Workshop Consulting “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track. ” “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place. ” “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project. ” Diagnostics and consistent frameworks used throughout all four options SAMPLE Mc. Lean & Company 4

Use Mc. Lean & Company’s Build a Leadership Development Program framework to guide you through this blueprint 1 Identify and Assess Candidates 3 Build the Development Plans 10 2 Build the Program Format 20 70 Leadership Development SAMPLE 4 Communicate Formal Training Relational Learning 5 Evaluate and Measure Experiential Learning Mc. Lean & Company 5

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Although leadership development is a priority, many programs fall short Most organizations believe their current leadership development is ineffective. 80% 70% 60% 50% 40% 30% 20% 10% 0% 70% 30% Effective Ineffective Leadership Development Effectiveness Source: Mc. Lean & Company; N=408 Source: Mc. Lean & Company; N=96 Avoid common mistakes with leadership development programs: • Many organizations provide leadership development exclusively through in-class coursework. This approach often lacks follow-through or reflection on what is learned. Other approaches, such as coaching and mentoring, can improve the effectiveness of development by ensuring both retention and application of knowledge. • Success of the program is often not tied to measureable results. Leadership development programs need to be optimized and key metrics tracked year over year to evaluate the impact and success of the program. The data can be used to make important revisions to the program in order to improve its effectiveness. SAMPLE Mc. Lean & Company 7

Provide a mix of development activities and formats to get the best result when developing leadership competencies There are three major delivery formats: 1 Formal Training: Classroom delivery methods. • • • 2 Lecture, seminar, workshops Group discussions Role playing Live webinars and video conferences E-learning Experiential: Learning from on-the-job challenging experiences. • On-the-job short-term assignments • Major line assignments • Special projects 3 Relational: Learning from other people. • Coaching • Mentoring • Peer mentoring SAMPLE The methods you choose will be driven or limited by the following factors: • • • Goals and purpose. Time frames. Resourcing competency (internal expertise). Budget (internal or external). Organizational circumstances (culture/organization lifecycle stage). • Participants’ characteristics (hierarchy/competency/department). • Evaluation methods. • Adherence to adult learning principles. To see full details on how to develop and deliver each method effectively, see the companion deck Build a Management Development Program: Methods Development and Delivery Guide. Mc. Lean & Company 8

Mc. Lean & Company Helps HR Professionals To: Empower management to apply HR best practices Maintain a progressive set of HR policies & procedures Develop effective talent acquisition & retention strategies Demonstrate the business impact of HR Build a high performance culture Stay abreast of HR trends & technologies Sign up to have access to our extensive selection of practical solutions for your HR challenges Learn About Becoming a Member • " Now, more than ever, HR leaders need to help their organizations maximize the value of their people. Mc. Lean & Company offers the tools, diagnostics and programs to drive measurable results. " – Jennifer Rozon, Vice President, Mc. Lean & Company Toll Free: 1 -877 -281 -0480 SAMPLE hr. mcleanco. com