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How to Re-Shape your Leadership Development Strategy?

HR Tech Outlook | Thursday, April 01, 2021

It is critical for L&D to gain a better understanding of how leaders in their organization tend to learn and how they are currently learning.

Fremont, CA: Organizations face countless challenges today in order to operate effectively and retain a competitive advantage in times of change. Change necessitates new attitudes, routines, processes, clients, viewpoints, and technology. It is the responsibility of company leadership to provide the necessary guidance to assist their teams and employees in navigating these challenges and adapting appropriately. To increase alignment between business goals and leaders' abilities to drive those goals, three steps are required: a leadership strategy, the development of a business strategy, and a leadership development strategy.

Leadership today is failing to meet board-level expectations: 71 percent believe their leaders are not prepared to lead in the future; only 25 percent believe they have a ready successor identified for one out of every ten critical leader positions; and 81 percent believe their company's leaders are ineffective at producing leaders. Furthermore, research indicates that there are problems with developing leaders in a timely, coherent, and cost-effective manner. There is an increasing need for organizations to rethink how they build their leaders.

It is critical for L&D to gain a better understanding of how leaders in their organization tend to learn and how they are currently learning. This involves determining a target audience, identifying Key Performance Indicators (KPIs), delivering a tailored curriculum, assessment capabilities, and a just-in-time LD-offer based on future leadership skills. Classroom training is also the most common method of developing leaders. When technology-based, online learning components are added to the mix of leadership development activities, leaders at all levels can be developed faster and more flexibly than with conventional face-to-face solutions. This can be a significant benefit for time-pressed leaders and companies with geographically dispersed operations. L&D can respond to the unique needs of the target audience through blended and modular learning while also reducing transaction time and costs. This greater flexibility makes it possible to personalize L&D activities as well as tailor them to the specific challenges that leaders are facing.

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