Training Programmes- Leadership Development

An Overview

In recent years there has been a growing concern with, and emphasis on leadership in organizations. At the same time, research and publications on leadership have expanded apace, with a profusion of theories, debates, research and publications in the area.

Why has the spotlight been on ‘leadership’? In large part, this reflects important changes in the environment within which organizations have to operate, as well as structural and cultural changes within organizations themselves. The pace and the complexity of changes explain the demand for leadership – not just individual leaders at the apex of the organization, but leadership throughout the organization.

The concept of ‘leadership of many’ suggests that leadership can no longer be restricted to the few, but that the talents of the many should be developed to build collective capacity.

It is from this perspective that I have designed a suite of leadership development programs targeted at different populations within the organization.

My approach

This is my approach to leadership development, as reflected in the design and contents of the programs:

• Leadership is a process of continual learning in which learners make sense of their own experiences, discover and nurture leadership in themselves and in each other. The leadership development training nevertheless plays an important role in stimulating the process of learning, providing frameworks and insights which enables further and faster learning.

• Leadership always takes place in a given context (the socio-economic environment/industry/organization). Thus, every program will be facilitated in a manner that is context-specific to ensure relevance for learners. Such a methodology does however, call for an interactive environment during training. Learners are expected to participate openly, be willing to self-reflect, give and receive feedback, and to act on the learning, in return for enhanced leadership.

• A variety of learning tools will be used in the programs including interactive lectures, facilitated discussions, case studies, groupwork, individual assessments, experiential exercises and action planning.

• The outcomes for learners would be:

• a heightened sense of self-awareness as a leader,
• an understanding of frameworks that may be leveraged on in the process of leadership, as well as
• an enhanced capacity for further leadership learning, thereby contributing to organizational effectiveness, and
• a better understanding of what is needed to engage their followers.

The three programs in the Leadership Suite

i) Advancing Leadership (for middle/senior managers)

Managers/leaders who have been in their roles for some years may sometimes take leadership for-granted, as something they ‘do’ routinely. This program enables them to take stock, to reflect on their effectiveness, and to advance their leadership capability (a selection of various dimensions such as providing direction, driving for results, facilitating change etc). Aside from pencil and paper instruments which will be used during the program, a thinking styles assessment tool (Whole Brain Thinking) or a 360 instrument would also be beneficial.

ii) Becoming a Leader  (developing leadership for new managers)

Often, newly promoted supervisors come into their roles with no previous experience, or training, in managing. Managing for the first time will present many challenges. This program aims not only to cover the fundamentals of managing a team/unit (such as establishing a managerial identity, managing performance, etc) but to lead participants to think about what it means to manage, and demonstrate leadership at the same time, that is, to become a leader. The use of a thinking styles assessment tool, Whole Brain Thinking (also known as the Herrmann Brain Dominance Instrument, HBDI^TM) would be strongly recommended for this program.

iii) Leadership for Individual Contributors

Individual contributors (of mid to senior level) may not directly manage others, but their (individual) performance often depends on their ability to work effectively with, and influence, significant others on the one hand, while on the other, their ‘leadership’ capability would doubtless contribute to the overall team performance. This program facilitates an understanding of interpersonal style, and enhances development of emotionally intelligent leadership as well as influencing skills.