Several research studies have shown a positive
relationship between leadership development and business results. Organizations
with high-impact leadership-development programs are seven times more effective
at delivering improved talent and business results than organizations lacking
effective leadership development functions. Management development (MD)
programs in particular are becoming a prevalent way for organizations to
develop this expertise and talent.
Comprehensive management development
A management-development program is a comprehensive
curriculum designed to develop the core competencies of managers and
supervisors for leadership success. A MD program supports the development of
employees over a period of time. Leadership and MD programs have helped
companies of all sizes transition into high-performing organizations.
Training as a winning strategy
Effective management-development programs help
organizations create more positive and engaging workplaces. Every organization
with managers can benefit from MD programs. By maximizing the effectiveness of
your leadership pool, your entire workforce can reap the benefits outlined in
the list that follows.
Encourages Team
Vision. The more aware leaders are
about organizational and team dynamics, the better they are at creating and
attaining a solid set of actionable, achievable goals.
Builds Employee
Morale. Having strong managers and
leaders within your organization will have an immediate impact on the workplace
environment, resulting in higher productivity and increased employee retention.
Increases
Productivity. Effective leaders are able to guide their teams,
minimize obstacles, orchestrate resources to achieve work objectives, and
obtain the best results from their employees.
Stimulates New
Ideas. One of the main benefits of leadership training is
the transfer of new ideas among participants, providing participants with new
ideas and
strategies they can try in their own work groups.
Fosters Effective Communication.
Leadership training provides employees of different backgrounds, ages, genders,
and work styles the tools necessary to understand the communication styles of
others and thus to more effectively communicate and manage a diverse workforce.
Teaches
Self-Reflection and Personal Assessment.
Through leadership-
development training, managers assess their own leadership styles and learn how
to improve. This personal assessment enables managers to understand how their
skills directly correlate with the success of other employees.
Best practices for designing md programs
Designing a management program will allow you to maximize your
return on investment. What follows are some critical factors to consider in
designing an effective program.
Align programs with organizational strategy. As leaders move up in their organizations, their
skills must shift from people and project management to strategic business and
operations management. Align leadership-development initiatives to the
organization’s mission, strategy, and goals, so learning connects to real
issues and work.
Define desired leadership competencies. A leadership program should identify the expected
skills and competencies leaders need for organizational success. By identifying
and agreeing on those leadership competencies most important to your business,
you will have the foundation for leadership development, as well as succession
planning, career development, and other talent-related processes.
Involve senior management. The commitment of senior executives means that the
program will be highly regarded, aligned with corporate strategy, and focused
on the right business issues.
Ensure the content is specific to the audience and
relevant to their situations. The learning
content provided is not only both engaging and relevant to the workplace, but
is also appropriate for the knowledge and experience levels of the
participants. Place participants at the center of the learning process by
giving them responsibility for shaping the goals and actions that will serve as
the focus of their learning.
Apply a comprehensive and ongoing approach. A key element of a sound MD program includes
applied learning opportunities and detailed action planning that link to
current work projects or practical challenges. Encourage participants to
establish reflection as a business practice.
Use adult learning principles. Incorporating adult learning principles in your MD
program is fundamental to developing a successful program that engages trainees
and facilitates learning.
Sample Program
The Management Advantage is a developed
comprehensive MD program; it is a suite of seven programs and series for
participants whose responsibilities fall within the roles of individual
contributor, team leader, supervisor, manager, and director. The curriculum
includes five programs and two series. these courses offer a progression of
learning options that provide prospective leaders the tools needed to grow at a
pace that aligns with their company’s needs.
Md program
implementation
The program should focus on helping participants
learn the best ideas and practices about today’s most important leadership
topics. Use the following principles to guide its design and delivery.
Include well-developed learning tools. Rich, detailed workbooks and toolkits allow
participants to leave with materials that will continue to provide them
guidance in their regular job duties.
Use the awareness-practice-application model to
guide learning. All activity should be
based on a learning model of awareness, practice, and application.
Incorporate learning activities that engage all
learning styles. Offer diversity in learning
activities so participants of all learning styles will benefit.
Make sure learning is transferable. To help accomplish this, your program should engage
participants in role-plays, action plans, and case studies.
Include opportunities for self-evaluation. The most profound and meaningful learning for
participants often comes from their own reflections based on personal
experiences
Facilitate collaborative learning experiences. Your program will foster behaviors among managers
that can help them play a more active role in driving workplace productivity
with a strong emphasis on classroom interaction and collaborative learning
among peers.
Use pre- and postassessments of manager skills. The results of a postassessment are used to compare
with the preassessment, to help verify that behavior changes will actually
result from the program.
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