How can leadership development programs be sustained over the long-term?

Demonstrate their value-add to the organization using a range of metrics that connect to mission, vision, and strategic objectives. Make sure funding comes from stable sources rather than grants or temporary funds. Ensure open access and intentional recruiting from a ride range of participants across the organization.

Ensure that leadership development programs are closely aligned with the organization's strategic objectives and priorities. Leadership development should support the company's vision, values, and long-term goals to maintain relevance and buy-in from stakeholders.

Integrating real business discussions as part of the leadership development curriculum. If you teach critical skills such as framing, coaching, giving feedback, and self-management in situ, those skills become much stickier outside of the program.

Leadership learning never ends. A lifelong learning perspective is required. Leadership is not a one and done proposition. Information, cases studies and practice are required over time. Mentors and assessments support the process. As leaders grow they bring up new leaders through the ranks.

Sustaining leadership development programs over the long-term requires a multifaceted approach. Continuous assessment is crucial for gauging effectiveness, involving regular feedback collection and progress evaluation. Adaptation to organizational needs is vital, ensuring program alignment with evolving dynamics and strategic goals. Cultivating a culture of learning is essential, where leaders actively promote participation, recognize growth, and model ongoing development. Providing continual support and resources empowers leaders to apply their skills effectively. Through these efforts, organizations can establish a resilient framework for sustained leadership development, fostering long-term success and organizational effectiveness.

Certainly! Here are 7 key strategies to ensure the effectiveness of leadership development programs: Align with business goals Involve stakeholders Customize and personalize Blend and diversify Celebrate and sustain Embrace technology By implementing these strategies, organizations can ensure that their leadership development programs are effective, impactful, and sustainable, ultimately driving the growth and success of both the leaders and the organization as a whole. 🚀💼 #LeadershipDevelopment #EffectiveLeadership #ContinuousLearning

Sustaining leadership development programs over the long term requires aligning them closely with business goals to ensure relevance and engagement. Integrate the leadership program's objectives with the company's strategic planning process. This way, leadership development becomes a continuous, evolving process rather than a one-off event. Assign real-world projects that directly contribute to the company’s strategic objectives. This provides practical experience and reinforces the importance of their development in the context of the company's success. By doing so, the leadership program maintains its relevance, adapts to changing business landscapes, and demonstrates clear value to both participants and the company.

Leadership development programs can be sustained over the long term through several key strategies like Continuous Evaluation and Adaptation, Integration into Organizational Culture, Leadership Commitment, Alumni Engagement, Regular Training Sessions, and Measurement of Impact.

I believe that truly successful LDP is built from within and is an initiative of executive/board leadership and their vision for the management & leadership guidelines & practices throughout the organization that supports sustainable performance culture. It can be seen as an invitation for potential leadership successors of all levels to become more involved and knowledgeable about the business and sustainable ways to manage or contribute to success of the business and people in it.

Stakeholders should also be active participants in the program. They play important roles in the development of LDP participants through mentoring, coaching, feedback and reinforcement. But more critically, they provide opportunities for developing leaders to practice. Your program stakeholders are the ones who assign projects, invite people into conversations, and open the doors that let developing leaders contribute. These are vital opportunities for LDP participants to apply what they're learning.

Learning technology is rapidly evolving: LMS have been replaced with LXP, Learning Experience Platform, soon LXP to be replaced with AI Generative Platforms. Personalized learning will be easier, less expensive and more responsive. Leadership programs are sustainable when tied to the organization’s strategy and book of business. They are flexible and value added. They are in the flow of work. Consider your audience: attention spans are reducing, critical thinking and problem solving skills are more important than ever and progressive enterprises are being augmented by AI. The workplace is changing, how we lead is changing and so how we learn.

Es ist wichtig die Führungsentwicklung daran auszurichten wie die Organisation führen will und was sie darunter versteht. Das ist oftmals ein schwieriger Weg. Doch meines Erachtens der wichtige Grundpfeiler. Denn dann ändert sich die Grundausrichtung und Entwicklung nicht ständig, sondern passt sich zwar den neuesten Erkenntnissen und Methoden an, braucht jedoch nicht laufend neu erfunden zu werden. Also erstmal überlegen was man wirklich wirklich will und dann machen!

Provide a variety of development opportunities, including formal training programs, mentorship, coaching, stretch assignments, job rotations, and external learning experiences. Cater to different learning styles and preferences to ensure engagement and effectiveness.

Sustaining leadership development programs over the long-term requires a multifaceted approach. Continuous assessment is crucial for gauging effectiveness, involving regular feedback collection and progress evaluation. Adaptation to organizational needs is vital, ensuring program alignment with evolving dynamics and strategic goals. Cultivating a culture of learning is essential, where leaders actively promote participation, recognize growth, and model ongoing development. Providing continual support and resources empowers leaders to apply their skills effectively. Through these efforts, organizations can establish a resilient framework for sustained leadership development, fostering long-term success and organizational effectiveness.

I think sustaining the learning is critical. One shortfall of some of the existing programs that I’ve lived through, is the cliff or drop off you feel when you go to an amazing 6-10 week course, and then are left to figure out the day to day application yourself. For some, that works. For others, it doesn’t. I wonder if leadership development programs need a re-think, where we offer a more longer term view of development and where we not only offer the course (the intensive) but also invest in the ongoing, year plus long investment in the application, reflection, learning, adapting and building a community of like minded. Not everyone needs this, so we need to be flexible, but think we need to develop a longer term view of development.

Cohort-based leadership learning is a powerful and effective way for engaging participants to develop new leadership skills. This approach helps develop mentors who can upskill others on the development of key leadership skills. A cohort is effective because it provides an opportunity to cross pollinate, demonstrate and measure effectiveness across the organization. Cohorts bring together leaders from different areas of the business to learn and adopt skills that will empower accountability and promote continuously growth to leaders within an organization.

LDPs have an increased chance of being sustained when the PM(s) is/are consistently and continuously seeking stakeholder feedback as to whether the program is meeting organizational needs and expectations. Does the LDP still align with the organization's vision, mission, values, and culture(s)? Has the LDP PM clearly demonstrated the ROI to senior stakeholders, especially the CFO? Can the PM clearly demonstrate with metrics the LDP's positive impact on climate surveys throughout the organization? Can the PM with HR's help provide metrics that show how LDP graduates are progressing within the organization? Lastly, does the LDP have a positive and wide reputation for results such that it could survive a change in one or more key stakeholders?

Everything that is suggested to sustain leadership development is spot on. The difference makers are "senior leaders " modeling the behavior they expect to see". When they are actively involved in the leadership training process and are vulnerable with their own growth opportunities, the team members will do the same.