Most organizations view their leaders as stable fixtures in their hierarchy. This can cause problems as they are not prepared to fill vacancies in leadership roles. Not only are organizations worried about retaining leaders, but with the overall talent shortage in the workforce, challenges have begun to arise in leadership development. These challenges are forcing organizations to re-evaluate the way they are developing their leaders.Organizations are realizing that they need to have leadership development programs that are focused on hiring strategies, employee development, and succession planning. Here are some tips to ensure that your organization's leadership development plan is effective.
Define Your Organizations Leadership Style
It’s impossible to have effective leadership development if you aren’t sure of your organization’s leadership styles. The most appropriate leadership style for your organization depends on the functions of you leaders, the followers and the situations. There are many styles to choose from and not all of them will work well with your organization’s structure, therefore researching the details before you make your choice is important.
Define Who Your Current and Potential Internal Leaders Are
Picking out your current leaders should be easy, but deciding who your potential leaders are will take a bit more effort. Just because you have an employee in your organization is already a leader doesn’t mean that they don’t need further leadership development. By continuing to offer them support and training, you can keep them engaged and move them along their designated career path.
Identify Leadership Gaps Within Your Organization
Identifying leadership gaps will allow you to see where you need the most help in developing effective leadership. By looking at your leadership requirements and comparing those with your current leadership team, you can discover where you need to continue training to develop necessary skills. Also, be sure to keep track of your leaders that may be leaving the organization. This will cause a large gap in your team that needs to be filled quickly.
Develop Succession Plans for Each Leadership Position
A great way to manage your leadership gaps is to prepare for them. Having a succession plan allows you to develop your future leaders to take over in the event a member of your leadership team chooses to leave. This also helps to maintain productivity as the position won’t be left unfilled for a period. To learn how mentoring fits into your succession planning strategy, click here.
Develop a Retention Plan for Leaders
Increasing retention has become more important for all organizations, but many don’t think about having to retain their leaders. As we have already discussed, the lack of retention in your leadership can cause a decline in productivity and can be detrimental to an organization. Talk to your leaders and find out what they need to stay with your organization. Yes, these necessities may be monetary, but you will find that there are several non-monetary needs that your leaders have. One way to retain leaders is thought continued career development. This will allow your leaders to align the work they are doing with their future career goals. Another way to retain leaders it to involve them in the decision-making process. This helps to make them feel as though they are even more a part of the organization and can increase company loyalty.
As you can see, effective leadership development continues to grow as a necessity for many organizations. By considering the steps we have listed for you, you will be able to strengthen your leaders and potential leaders and in doing so, strengthen your organization. For more information about how Insala can help you implement an effective leadership development plan, visit our website.