A crucial part of evolving an executive leadership series is the instruction, coaching and mentoring of your leaders, past, present and future, toward becoming adept systematic thinkers. You and your organization will find that by using both reasoning and intuitive techniques, the company will evolve individuals who see how everything around them is interconnected. The executive of leadership development focused organization recognizes that often the group has the answers and it therefore becomes the job of the manager to serve as a catalyst in unleashing the creative energy of each and every team member. As a result, leadership development participants learn together as a team through the alignment and individual contributions of each of its members.
To ensure a successful leadership development organization, there are several ideas that will expedite the evolution of participants into a cohesive, professional enterprise:
* Encourage the members of the leadership development team, from senior to junior, to be self-directed so that they can use their primary means of learning to help themselves and their peers towards continuous improvement.
* Recognize that mistakes are part of continuous personal and professional development and critical to organizational growth. Some of the world’s greatest discoveries have been the result of mistakes. As a result, people who make mistakes take responsibility for them to ensure they are not repeated.
* Starting with the leadership development sponsor executive and continuing throughout the Learning Organization, people have to be committed to change organizational systems and enterprise structures. All systems and structures were evolved to meet practical needs – as the organization needs change, the structures have to change as well.
* Learning is, in part, an emotional process and the company’s corporate culture needs to be a supportive place to be and work. As members of a leadership development program, each will experience continual growth, rising morale, and deepening commitment to the organization where self-esteem is enhanced.
*In a well-developed leadership curriculum, participants will value and appreciate the learning process for its own sake, not just the end product of the process used.
* As a sponsor of the leadership development effort, work diligently to achieve as much transfer of knowledge from person to person as possible – share information and therefore, teach one another.
* A well-crafted leadership development program will make participants more adept in self-evaluation. Learning to evaluate one’s self is an effective way to improve one’s work and it is a legitimate route to personal freedom and a sense of empowerment.
* Be highly supportive of each of the participants in the leadership development program, urging them to discover their own learning and thinking style and give them opportunities to share their methods of approach to their counterparts.
* Emphasize to all participants within the program that the curriculum is built to make learning easily applicable – it also must be logical, moral and fun. Learning is a process which affirms the values of the organization and, when done properly, enhances the company’s basic integrity both as organization members and as individuals.
* Ideas can be developed best through discussion and dialogue. By continually using joint explorations, the participants in the leadership development program will find new ways to become more comfortable to the evolving culture of the organization.
When these ideas are effectively incorporated into the evolution of the company culture as a whole, individuals can feel that they, too, are significant contributors to the achievements and the direction of their firm. They are, therefore, more willing to share ideas, critically think among themselves, and participate in achieving goals, both personal and corporate, in ways that underscore the excellence of their learned thought processes.
As promised in doing our review earlier this month, we conducted some research in the evolution of an effective Leadership Development curriculum. While not exhaustive, the following topics show up as continuously important subjects which require both well written information and corresponding excellent personal facilitation skills which bring these topics to life in an optimized learning setting. Here are examples of those topics which we would recommend PACES develop with you to meet your executive leadership training needs:
- Economics For Executives
- Enhanced Models and Effective Decisions Using Data Analysis
- The Principles of Financial Accounting
- Essential Components of Financial Management Strategies
- Leadership and Collaborative Management Techniques
- On Target Marketing Management Skills
- The Role of The Organization In Its Global Markets – Maximizing Competitive Advantages Of The Firm
- Leading Organizations
- Derivation of Competitive Strategies In Selected Market Segments
- Global Strategy Development and Corresponding Organization Structure
- Managing In Today’s Diversity-Emphasized Work Climates
- Power and Negotiations To Achieve Desired Growth and Expansion
- Innovation Teams Development
PACES, LLC has helped many organizations utilize leadership development programs with recognizably improved results. We would welcome the opportunity to work with you in evolving an effective leadership development curriculum, helping you and your firm to achieve its objectives in a consistent, thoughtful manner.