India
Incorporate – both large and small do not lack any conviction on the “intent”
of leadership development but there definitely lies disparity in
“implementation” on ground zero.
Traditionally
it is always the first two layers in the organization, who monopolizes the
limelight of these conversations. However as time progresses we have realized
the importance of including couple of levels lower than the prevailing
leadership level into the development purview.
Once the
foundation is over, the casting process begins by identifying the group of
people who will go through this process. Leadership development is not a linear
process and require to be addressed from multiple directions. In today’s
context self-induced training are generating more results and success as they
directly correlate the self-learning impetus with the desired outcome. Various
such initiatives of self-induced leanings are – leaders as teachers, Learning
Application Projects (LAP), Book review club, Movie review club, brown bag with
boss, leaders thought sharing etc. The best way to learn is by practicing and
these mechanisms offer perfect platforms.
At the
penultimate stage the leaders present the Action Learning plans or LAP to the
top management to highlight the learning from the program and establish its
linkages with business drivers.
It can be
concluded, that leadership development is a transformation process. It does not
happen over a weekend and above all, making leadership development an ongoing
priority is a strategy for generating the capability and enthusiasm that propel
innovation and drive results along with creating sustained value.
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