领导力发展

Leadership development is the formal and informal processes that prepare current and future leaders to excel in their roles. 它包括培养关键的领导技能, 包括决策, strategic thinking, network building, team management, 创新和更多.

但有效的领导力发展远远超出了培训的范畴. It starts with assessing current leaders and high potential leadership candidates to assess their strengths and weaknesses so you can develop a targeted learning journey. Leadership development culminates in evaluations and metrics that help you understand the effectiveness of your programs and your leaders’ progress.

领导力发展驱动绩效. Organizations need to develop new leaders so they are prepared to advance strategic growth initiatives and flex with changing times. 尤其是在混乱时期, organizations need to build leaders who are capable of making the right decisions that align with their business strategy.

Developing current and future leaders enables organizations to create and promote a change in culture that will support a more purpose-driven, 可持续和社会意识的组织，致力于其人民. 当企业发展出正确的文化, they enable their talent to implement their business strategy and achieve their desired results.

The first step is to assess your business strategy and leadership gaps in your current leadership team and future bench of leaders. Then create a program that is designed to fill those gaps and develop the skills that you need to execute your future strategy.

以下是一个可以遵循的一般框架:

1. 确定战略路线图中的变化. 贵公司如何应对当前的环境? 未来计划着怎样的转变?

2. 明确对新技能的需求. 在你确定你的组织是如何变化的之后, 定义领导者驾驭变革所需的新能力. For example, 你可能需要培养敏捷性等技能, change management, 文化能力, 沟通与团队合作.

3. Establish the core. 尽管许多组织正在经历大量的变化, 核心领导能力始终是必要的, such as vitality, authenticity, 学习敏捷性和自我意识. 确定这些核心技能，并将它们包含在你的发展需求列表中.

4. 构建设计架构. Enabling leaders to achieve their learning objectives starts by drawing a high-level map of accessible development experiences. 经验至少应包括下列内容:

• Insight: Help leaders understand what’s missing or what needs improvement through assessments and feedback.
• Motivation: 解释为什么领导者应该投入时间和精力来培养接班人.
• Skills: 计划你的领导如何吸收新技能, 比如通过轮岗或拉伸任务, action learning, mentoring, relationships, assessments, 接触更多的高层领导和正式的课堂培训.
• 现实世界的实践: 决定人们如何练习他们的新技能和能力, 比如通过工作经历和工作挑战.
• Accountability: Choose how you will give appropriate feedback and otherwise encourage leaders to internalize what they’ve learned and improve their performance.

5. 建立开发计划. 创建或选择与每个领导者及其背景最一致的开发经验. Ensure every element ties back to your core leadership principles and the development of the critical competencies that you’ve identified. 考虑不同的学习方式, 包括虚拟学习, 行动学习项目, workplace-based, 学习和即时学习.

6. 实施发展计划. 通过评估、反馈和指导来启动这个项目. 利用高层领导的支持来激励参与者.

7. Feedback loop. 评估你的领导力发展项目的有效性. 有很多方法可以做到这一点. For example, you can use post-session evaluations to gauge participant engagement and obtain suggestions for improvement, 审查参与者的发展计划, 调查参与者的想法, 衡量留存率和晋升率，或者比较参与者的表现评级.

高级管理人员和人力资源团队都是领导力发展的工具. It is critical that senior leaders support the organization’s leadership development initiatives, 给定潜在时间, 必须投入资金和其他资源，使这些倡议取得成功.

人力资源团队通常是创新的先锋, 领导力发展战略的实施和监督. They are typically the ones who make a business case to senior leaders and take responsibility for measuring the return on investment in leadership development.

Leadership team development is harder than ever because leaders are expected to do more — and to do more complex and paradoxical things — than ever. For instance, leaders are expected to be both visionary strategists and operational wizards at the same time. 他们必须在当下执行，并为未来做计划. And they must answer to more stakeholders as they strike a balance between their seemingly competing priorities: employees, customers, shareholders, directors, society and more.

优秀的领导者在他们的领导团队发展过程背后有一个战略, 包括选择和参与. 以下是一些基本步骤.

1. 确定在组织转型时需要执行的角色. Your leadership team needs different skills to execute your strategy and plan effectively for the future.
2. 选择具备你现在和未来所需技能和经验的团队成员. 寻找那些表现出色的人，他们具备你所需要的领导能力. 使用评估来识别高潜力和他们的能力差距. Then construct a learning journey to prepare them for their role and find candidates with complementary skill sets.
3. 主动培养领导者，而不是被动地培养领导者. 通过评估，你会提前知道你的现任领导需要在哪些方面成长. 如果你在问题出现之前专注于领导力发展, 你会给他们最大的成功机会.
4. 在现实环境中培养领导者. 在职经历是培养新技能和能力的最好老师.