May We Take Your Measurements?
Well-structured leadership programs are a must for every organization that wants to stay at the top of their game. At the same time, there are almost infinite possibilities how to design an effective leadership program.
Our experience over the years suggests that some key elements are:
- a strategic rationale for the program, including a description how the program will support the achievement of strategic and operational objectives of the organization;
- real-life cases from the organization or the industry to make content and learning relevant and immediately applicable;
- leader-led learning (where real leaders from the organization engage in programs to add relevance, touch, and ensure immersion in the continuous task of building the organization’s talent bench strength);
- a careful blend of elements that address different personalities and learning styles;
top-notch content and a lot of experiential learning;
- robust psychometric or 360-degree instruments to support participants in their quest for increased self-awareness;
ample time for reflection, team/group coaching, and 1:1 coaching;
- a thoroughly designed process for post-program follow-on activities, in particular (virtual) 1:1 coaching.
And then there is one factor that often gets overlooked: language. Our consistent experience suggests that when the intention of a program is to support lasting behavior change or increased behavioral flexibility of participants, nothing is as effective as to offer them small group or individual work in their native language(s).
Delivered by highly qualified coaches from a wide variety of cultural backgrounds, this dimension can easily make the difference between a good program and an excellent one.
Leadership Choices - choosing impactful activities.