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Leadership Development Programs: Design, Implementation, and Evaluation
The workplace is constantly changing, and leaders must learn new skills to keep up. Continue reading to learn how to foster a development culture and conduct an effective leadership development program.
Leadership development is a program of learning solutions focused on strengthening present corporate leaders’ skill sets, skills, and confidence, as well as bringing on the company’s next generation of future leaders.
Types of Leadership
- Position Leadership
Leadership theories have traditionally focused on ‘positional leadership,’ which is based on the concept of power. As a result, the CEO, CMO, and CFO assumed a lot of influence in the C-suite just because of their titles. Positional leaders were frequently unable to see how their decisions, performance, and behaviors influenced others.
There may also be a tendency to dictate to and pressure employees, which can lead to an unhappy organizational culture, a dissatisfied workforce, and an inability to retain talent. And, as we all know, low staff engagement leads to bad customer service and has a negative impact on the bottom line.
- Personal Leadership
Personal leadership is significantly more charismatic; the power of this leader stems from being someone who people look up to, respect, and desire to follow. Personal leaders are real, looking beyond their function and responsibilities to ‘the wider picture’ of organizational progress, employee motivation and engagement, and brand equity. They can take on multiple duties, are always dependable, are skilled at strategy execution and change management, and make a significant contribution to the organization.
How corporate culture aids in the development of leadership qualities in your organization. To establish and sustain a workplace that values trust, harmony, and collaboration, company culture and leadership must work in tandem.
What Is the Definition of Corporate Culture?
Company culture is created through shared values, goals, ethics, expectations, and beliefs. These influence how decisions are made, actions are taken, and company outcomes.
Typically, culture begins with the founders or executives of an organization and spreads to its employees. Moreover, whether a company has one employee or a thousand, organizational culture shapes the workplace atmosphere – even if the office is in a remote location.
The Cultural Tone
Your organization’s culture sets the tone for its leadership, as leaders must:
- Describe the company’s vision, mission, fundamental values, and objectives.
- Define, monitor, teach, and recognize the culture they are promoting.
- Promote the company’s growth and success.
- Encourage workplace integrity, trust, honesty, diversity and inclusion, equity, and fairness.
- They must always uphold their own ethical standards.
Conclusion
Given today’s new market realities and quick changes in the business sector, firms must identify and nurture high-potential personnel capable of maneuvering in a hypercompetitive market and eventually filling top-tier positions. Human Resource Leadership Development Program (HRLDP) can be used by organizations to attract, develop, and retain high potential to fill the future HR leadership pipeline.
An HRLDP, on the other hand, can be contentious and difficult to adopt and sustain. The report’s purpose is to provide valuable suggestions for people who want to establish, manage, and/or evaluate the performance of such initiatives.
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