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Organizations with well-defined leadership development programs are able to propel the workforce towards a more future-driven objective. With an aim to decrease attrition rate and drive business mission, leadership programs give the opportunity to learn new skills that inflate their effort towards the contribution to business success.

High-Potential Leadership Programs for Successive Progression

Growing full-service learning and development programs around leadership is a must for successful organizations. Identifying and development high-potential individuals is the need of the hour for businesses looking to drive transformation. When effectively delivered, training programs build around developing these individuals showcase great results that directly impact business growth.

High potentials display attributes that aspire them to look beyond their conventional duties and look after new challenges. Their ability to engage in self-awareness activities to better understand themselves allows them to expand their skills set that help them to live up to their potential. Listed are some practical reasons based on which high-potential leadership program are framed :

Need of transformational experience
Improve the bottom-line
Increase organizational agility
Improve corporate culture
Inspire independent thinking

Get insights on how L&D department can ensure significant ROI from high-potential leadership programs focused on traits like strategic alignment, executive sponsorship and inclusivity

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Creating an Evolutionary Leadership Development

Evolutionary leadership development consists of a modern methodology for organizations to build up a new kind of leadership pipeline. The aim is to not only adapt to dynamic business challenges, but also foster the abilities of the team and individuals to thrive amid transformation.

Our Evolutionary Development Model emphasizes the attributes that leaders need to embrace in order to navigate organizational change in the digital age. This model provides a roadmap to focus leaders on priorities for success.

Self-Reflect
Inspire
Adapt
Develop

Self-Reflect

The capacity to exercise introspection and the willingness to learn more about oneself.

Inspire

The ability to create energy, motivate others to action, and invoke positive emotions.

Adapt

The ability to foster disruption, modify, and make things suitable for a new purpose.

Develop

The ability to master complexity, grow personally, and cultivate growth in others.

Developing Agile Leaders through Executive Coaching

Conducting a development program with the involvement of senior leaders draws enormous support to participants. Learning leaders can go the extra mile to brand your program, deliver consistent employee communications or opportunities to nominate, reward and recognize individuals. The momentum fuelled by coaching leaders boost the confidence, commitment and engagement of high potentials to exceed expectations.

Though executive coaching is carried out with the aim to derive specific outcomes, a number of times it has been witnessed that learners have experienced some comprehensive benefits. Some of them are :

Emotional Intelligence
Agile work approach
Improved self-regulation
Enhanced self-awareness

Highlighting the three key areas for leaders to introduce a new development methodology for transforming leaders towards the future

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Facilitating Leaders to Create a Culture of Diversity and Inclusion

Successful organizations possess the right capability to derive value out of the diversity they have at workplace. The best way to create a culture of inclusivity is not designing a separate program for it. What actually needed is to integrate diversity in all business processes creating a lens for everyone to look through it. Leaders, driving such a culture at the forefront, need to assure that there is accountability in teams and the workforce is dedicated to creating a diverse and inclusive work environment.

Companies carry out structural practices to avoid unconscious bias and identify different parameters for homogenous culture. Some of the most pro-active discussions around diversity and inclusion must include :

Employment law essentials
Impact of bias in decision making
Inclusive leadership
Preventing sexual harassment
Unconscious workplace bias

Human Capital Transformation for Competitive Advantage

Today’s businesses are experiencing major shifts in the workforce that are creating new challenges for the business leaders. Fortunately for them, these challenges can be solved by investing in human capital transformation with an aim to develop the new global workforce. As a part of leadership development programs, it is important to train leaders and high potentials on how to optimize human capital performance and capabilities.

Undergoing such transformation is not easy for organizations. There needs to be a collaborative approach between business leaders and HR teams to place strategies that can centralise business agendas and embrace transformation :

Formulate talent-management strategies in alignment with business vision
Incorporate human resource capabilities as part of leadership development syllabus
Station metrics that identify key areas to probe business outcomes
Consult proficient partners to accelerate transformation

Customer Centric
Data Driven
INNOVATIVE
Collaborative
Agile

Alleviating Women in Leadership Roles

Leadership roles in organizations go way beyond gender bias. Women have always been tackling barriers of stereotyping, discrimination and lack of flexibility to excel in their business roles. With the current attention to the concept of equality, a better time to promote the need for more women in leadership roles has never prevailed.

Now, it’s for the businesses to tackle with unconscious bias that exist in the environment and provide women the resources and trails for them to push their potential. Facilitating women leadership is a proven success for various organizations and it can be adapted by others to reap the following benefits :

Bringing new, innovative ideas to the table
Formulating plan of action and initiating them
Enabling simplified communication
Practicing self-development

Read through this collateral to know outrageous statistics that the HR leaders has talked about developing leaders at workplace

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Supporting First-time Managers to Propel through Challenges

Leadership is an accountable role which encapsulates a plethora of roles and responsibilities. First-level managers play an important role in executing business development strategies and many individuals require guidance and support at the beginning to augment their skills. While some need training specific to certain skills, others may need direction to understand people’s behaviors. Such scenarios can pose challenge for first-time managers and effect their overall performance.

To solve this problem, first-time managers must be given time and practice to learn their new role. Guiding them through tough times and inflating their learning curve will help them shift away from the previous mindset of contributing only as an individual. To streamline the job-in-hand, there are some essentials that first-time managers are needed to be told beforehand –