structured leadership development program
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8/13/2019 Structured Leadership Development Program
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Developing Leaders
through a
Structured Leadership
Development Program
Wong Yew Yip
yewyip@gmail.com
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To be able to leadindividuals and work teams
by applying the required
leadership competenciesto bring about
significant impact on performance
and to achieve thedesired organizational goals
Program Purpose
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New or refined Leadership Competency Model with
competency assessment protocol for the organization
Pool of talents with the required leadership
competencies to lead individuals and work teams to
achieve organizational goals
Selected Top Talents with the required leadership
potential assessed from the Leadership DevelopmentProgram
Successful completion of 5 Individual Action Learning
Projects by each participant
Successful completion of Team Action Learning
Projects in alignment with the organizations KPIs and
strategic projects
Program Deliverables
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"Leaders aren't born, they are made.
And they are made just like anything
else, through hard work. And that's theprice we'll have to pay to achieve that
goal, or any goal." ~ Vince Lombardi
Are Leaders born or made?
Few are born leaders.
The rest of us have tolearn to lead.
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Identify
performance
issues
Clarify high
performance
expectations
Identifyperformancegaps & hot
spots
1.3
1.2
Refine/DevelopLeadership
CompetencyModel
DefineLeadershipcompetency
elements
DevelopLeadership
DevelopmentBlueprint
2.3
2.2
EstablishLeadership
DevelopmentProject Team
Design &developlearning
solutions
Plan roll-outof LeadershipDevelopment
Program
3.3
3.2
Deliverlearning
Solutions
AssignIndividual and
Team Learning
Projects
Individual &
Team Coaching
for projects
4.3
4.2
Monitor
Individual &
Team Projects
5 - PHASE LEADERSHIP DEVELOPMENT PROCESS
ANALYZEthe Needs
Phase 1
DEVELOPthe Blueprint
Phase 2
PLANthe
Implementation
Phase 3
IMPLEMENTthe Plans
Phase 4
MONITORPerformance
Improvements
Phase 5
1.1 2.1 3.1 4.1 5.1
Evaluateperformanceand rectify
weakness
5.2
Finalevaluation &Graduation
5.3
Leadership Development Process
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FinalEvaluation
&Graduation
SpecializedPrograms
for Top
Talents
LEADERSHIP DEVELOPMENT PROGRAM BLUEPRINT
IndividualProject 1 E
IndividualProject 2 E
IndividualProject 3 E
IndividualProject 4 E
IndividualProject 5 E
Team Action Learning Projects (KPI based) E
Individual & Team Action Learning Projects Evaluation & Coaching
Needs
Analysis forLeadership
Devt
1
DevelopLeadership
CompetencyModel
2
ImmediateSupervisorBriefing on
LDP
3
PRE-Program
Leadership
Assessment
(by Sup.)
MID-Program
Leadership
Assessment
(by Sup.)
POST-Program
Leadership
Assessment
(by Sup.)
1 Month 1 Month 1 Month 1 Month 1 Month 1 Month 6 Months
Program Development Program Blueprint
5
Module1ProgramIntro &
PersonalMastery
4a
Module 2StrategicThinking
4b
Module 3ProjectMgmt
4c
Module 4
Collaboration
4d
Module 5InspiringPeople
4e
Leader Development Learning Solutions4
1 Month
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What are theperformance
needs to achieve
results?
What are theperformance
issues/problems?
What competenciesdo the performer
need to do the job?
PERFORMANCE
NEEDS
PERFORMANCE
ISSUES
COMPETENCY
NEEDS
LEARNING
SOLUTIONS
BUSINESS
NEEDS
What are thebusiness
needs?
? ??
?
? ?
What knowledge/skill/beliefs they must learn
to reduce the
competency gap?
Training Related
Non-TrainingRelated
Training Needs Analysis
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Organizations
Vision,Mission,
Strategies &
Core Values
Interviews &
Workshopwith Senior
Management/
Managers
Organizations
LeadershipCompetency
Model
Approval by
Management
to adopt &implement
Leadership
Competency
Model
Leadership Competencies describe behaviors thatdefine leadership excellence required of leaders of
an Organization to drive sustainable performance
The purpose of the Leadership Competency Model
is to drive leadership development of leaders across
all levels of the Organization
Leadership Competency Model Development1 2 3 4
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Each leadership competency has :
DEFINITION- a formal statement of the exact meaning of the competency
DESCRIPTORS- competency elements or terms that serve to describe
and the observable and actionable behaviour that are required for the
competency
An Example of a Leadership Competency
Competency Definition Descriptors
Teamwork Leads cross-functional
and diverse teams
towards a common goal
and to attain strategic
objectives
Demonstrates the ability to work with
others irrespective of gender, race and
age in pursuit of the organization's goals
Puts aside individual goals when
necessary to focus on group objectives
Works to manage disagreements and
negotiate resolutions to intra-team and
inter-team conflict in order to create a
conducive work environment
Leadership Competency Model Development
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Personal Mastery
Influencing Change
Strategic Thinking
Inspiring People
Collaboration
Mastering self and role-modeling for others to follow
Initiating changes for continuous improvement
Charting the right direction, strategies and actions
Achieving results for organization and self fulfillment
Teaming and partnering to achieve common goals
PROGRESSIVE LEADERSHIPCOMPETENCY MODEL
Leadership Competency Model Development
http://www.fotolia.com/id/3485048 -
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Level Level 1 Level 2 Level 3 Level 4
Role Support Operational Tactical Strategic
Position Executive Supervisor Manager Senior Management
LEADERSHIP COMPETENCIES (Able to)
Personal
Mastery
Strategic
Thinking
Project
Management
Collaboration
Inspiring
People
Low HighIncreasing complexity in Competency
Competencies
needed to lead
Work Teams to
support
initiatives to
achieve
performancetargets
Competencies
needed to lead
Sections to
implement
projects to
achieve
performancegoals
Competencies
needed to lead
Departments to
deploy strategic
projects in
alignment with
Organizational
Vision, Missionand Strategic
goals
Competencies
needed to lead
the
Organization or
Business
Divisions to
achieve
Organizational
Vision, Mission
and Strategic
goals
Leadership Competency Model Development
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To update the participants Immediate Supervisors on the
organizations Leadership Development Program
To seek their critical involvement in the development of the
participants through:
assessing the participants progress throughout the program
approving and supporting the participants individual and
team action learning projects
Mentoring and coaching the participants
Completing the leadership assessment of the participants -
Pre, Mid & Post assessments
OBJECTIVES
Briefing for Immediate Supervisors
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Specialized Learning Programsare for further leadership development
of Top Talents selected from the Leadership Development Program.
Some of the Specialized Learning Programs are:
Leadership/Executive Coaching
6-Sigma Green Belt
Benchmarking Visits
Napoleon Hills Science of Success
Total Quality Management
The Specialized Learning Programs will be identified during the
Leadership Development Program as additional learning anddevelopment needed to further enhance the leadership competencies of
the Top Talents, to be completed in 6 months
Specialized Learning Programs
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ThankYou
yewyip@gmail.com
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