A major feature of this program is its experiential approach to leadership development. Throughout the program participants are challenged to solve real-life leadership dilemmas through accelerated learning techniques. The program also incorporates self-reflection, individual action planning and practical strategies for applying program tools and techniques in the workplace.
At the completion of this program participants are better able to:
- Translate and communicate strategic direction
- Achieve results through others
- Develop and leverage productive working relationships
- Harness personal drive and resilience
- Communicate with influence
The effectiveness of this program is enhanced by adopting one or more of the following reinforcement options.
Action-learning projects
Action-learning projects engage program participants in researching, recommending and implementing solutions to specific organisation challenges or opportunities. Such techniques have been proven to accelerate capability acquisition while simultaneously leveraging senior executive guidance, sponsorship and high-level commitment to leadership development.
A well planned and implemented action-learning project can also deliver tangible organisation results when combined with a talent management program. Such an approach can provide ‘project ready’ initiatives that deliver measurable business benefits.
Peer learning sets
Peer learning sets, or participant project teams, are a powerful way of developing inter-unit cooperation and organisation-wide networking. These peer-based learning forums can reinforce the effectiveness of action-learning projects and are frequently used in combination. Participants benefit from establishing lateral relationships that enhance communication, collaboration and joint problem solving across the organisation. It is not uncommon to find peer-learning sets still operating long after an Executive Leadership Program has concluded.
360 degree feedback
The ability to reflect on one’s personal impact and to develop a congruent sense of self-awareness is the hallmark of a successful leader. Effective management development relies on reflection and self-awareness to initiate and sustain the adoption of new leadership and management behaviours, actions and beliefs. Multi-rater, or 360 degree feedback, is one way to develop ‘reflective practice’ and a better understanding of how others view our impact in the workplace.
At Talent Solutions we specialise in 360 degree design, administration and facilitation. We have the research capability to design organisation specific 360 degree tools that are statistically valid and reliable. In addition, our purpose-built 360 degree system allows the full administration of a 360 degree project via web-based technology. Finally, our experienced consultants facilitate 360 degree report debriefs in a way that ensures understanding and commitment to pursue self-directed leadership development. This provides a highly effective reinforcement activity to complement any management development program.
Executive coaching
Executive coaching is an ideal way to accelerate the transfer of learning to the workplace both during and after a management development program. Key program concepts, skills and tools can be applied directly to existing or potential workplace situations.
An executive coach also provides personalised feedback, encouragement and joint problem-solving as the participant develops new capabilities or leverages existing ones. As few as two or three coaching sessions post-program can deliver considerable capability uplift across a participant cohort. This additional investment can go a long way to getting the most value from a management development program.
Further information on our approach to leadership development can be found in our reframing leadership discussion paper.