To thrive, survive, and stay competitive in today’s job market, organizations are under pressure to foster a human-centric culture. Employees now expect personal development opportunities in the workplace – it is no longer optional but rather a challenge for employers to provide these avenues.
How can HR leaders meet the growing demands of their role across the business while providing development strategies that benefit all employees and not just a small, qualified, high-potential subset? And how can they provide equitable learning opportunities in a way that doesn’t interrupt workflow, is cost-effective, and allows flexibility to choose how and when to engage?
The best way to achieve these goals is to make high-impact leadership development accessible and scalable across the organization. Below are three principles for successfully developing leadership development, so that you can develop leadership skills at all levels and unlock the collective potential of your people.
1. Intentionally plan your leadership strategy.
A leadership strategy clearly defines how many leaders are needed, where they are needed, and with what skills, both individually and collectively, to achieve the desired results.
Achieving optimal leadership development scalability begins with asking the question, “What are the business problems and opportunities that require a leadership solution?” By intentionally planning your leadership strategy from the start, you can better identify your organization’s current capabilities and uncover any leadership gaps that may exist.
To begin planning your leadership strategy, remember to keep the big picture in mind. Don’t fall into the trap of focusing on leadership development that targets certain pockets of leaders or a learning modality. This leads to inequities and a lack of inclusiveness that decrease the likelihood of achieving organizational goals. Learn more about factors to consider when creating a leadership strategy.
2. Provide access to relevant and flexible leadership content.
Scaling leadership development requires significant commitment within the organization, as well as a holistic view. People learn in different ways, so it’s essential to design a mix of learning modes that work for different people at different levels: personalized development over time, in-house-led skill-building workshops, and self-directed digital delivery. Providing content that is relevant to an employee’s day-to-day challenges and delivered in the format that best suits them increases equity of access and can help you reach more learners effectively to truly advance your performance goals. .
Organizations can access just-in-time leadership development experiences and scale them to large audiences by partnering with a solutions provider with proven, robust content. When choosing a partner, look for a forward-looking partner who can conduct cutting-edge research and translate it into programs and products that can be easily deployed. If you’ve established a relationship with the right leadership development partner, you’ll be in a better position to address critical issues within your employee population as they arise.
3. Align and leverage internal and external talent.
Today, employees expect opportunities for personal development in the workplace. While HR teams understand this critical need, they don’t always have the tools to deliver meaningful leadership development to align with organizational KPIs in a way that’s both scalable and customizable.
If you’re partnering with an external solution provider to help scale development within your organization, getting alignment between your internal training talent and the company providing the support is critical. Your employees better understand your organization’s unique culture, challenges, and business strategy. The role of a leadership development partner should be to deliver a comprehensive set of flexible and actionable content that can be deployed on the appropriate schedule, freeing up your internal training talents to tailor content to your organization’s unique needs.
It is also good practice to hire and onboard business leaders in addition to HR and talent development staff. These leaders can use the skills and passion they have developed for their specific role to complement L&D trainers. This concept of leader-led development helps embed new skills deeply into the business and supports the scaling effort, while providing invaluable insights.
Boost performance and inclusiveness with scalable solutions
Imagine the impact that will result for your organization if the vision, language and shared behaviors of leadership are directly linked to a critical business need. Scaling leadership development is the optimal way to build new capabilities across the business and let everyone in your organization know they are valued and supported.
Tools such as CCA Passport can provide your organization with a comprehensive, adaptable and tailored leadership development solution, enabling you to quickly achieve real business results and foster an inclusive learning culture with scalable solutions.