Leadership Development Goals

matt sapaula

Leadership development is always a challenge for a growing company, as strong leadership is something every organization needs. It is no mystery that the strength of your leadership team is crucially related to the growth and development of your business. But leadership development can be a frustrating endeavor, especially when the metrics aren’t defined. Without specific goals for leadership development, organizations can waste time with programs that aren’t tailored to their specific needs. If your goals aren’t defined then there is no point to tracking progress — the metrics will be inherently skewed.

Let’s explore some things to consider when you are getting seriously about developing your organization’s leaders.

Know What You are Improving

Simply saying, “we want to improve leadership,” isn’t good enough. You need to know exactly what skill or set of skills you want your leaders to improve on. Do you want to increase team member engagement? Improve company culture? Promote better relationships between team members? All of these things are absolutely worthwhile pursuits, but if you are spreading your goals too thin during a leadership development program, you may fall short in all areas. Instead, work carefully to determine the specific skills you want to improve. By empowering your leaders to embody and demonstrate those skills, you’ll be sure to see their teams follow suit.

Career Development

Another important thing to consider when working to develop your leaders is if the program will advance their careers. Are you creating mobility in your most talented people, both within and outside of your organization? Leadership development plans should have significant benefits to the participants. If your program doesn’t get your team members closer to their long-term career goals, then it might not be the best fit for your organization.

Broader Impacts

For every individual participating in your leadership development program, there are many others who, while they aren’t directly involved, are nonetheless impacted by the program. We are referring to the teams of people that your leaders are working with. How will the changes and tweaks to your leaders benefit those they are leading? It’s an important consideration. Obviously, you are looking for the benefits of the leadership development plan to reverberate throughout your organization, so think about how the improved leadership skills of a few can benefit the many.

These are just a few of the things to keep in mind when you are looking into the many different types of leadership development plans. Use these as a guiding light as you are making decisions that can have tremendously positive effects on your organization!

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