People are often “sent” on high profile leadership development programmes to signify that “This organisation is serious about leadership development” and/or “You are important to us, so we’re sending you on a leadership development programme”. This is based on an act of faith that some of the content will be of value at some time in the future, whatever the current performance needs are for the individual or the business.
It is these questions of “timeliness” and “relevance”, coupled with the recognition that people learn in different ways, that cause us to challenge the “one-size-fits-all” approach in favour of an individualised one. If this can be coupled with internal/external coaching, better still.
Where group programmes are used, they need to be carefully researched and designed around core business performance themes, which can be contextualised by each participant.
THE WADENHOE WAY
The Wadenhoe Model® provides a framework for clarifying leadership development plans and processes linked to business performance.
In addition, three recent research projects by The Wadenhoe Centre, have enabled us to further refine our approach:
- “Identifying and Developing High Potential”
Where we run group programmes, they are tailored to individual organisations, highly practical in focus and always with small groups – maximum twelve people. Every event requires participants to define a post- programme Personal/Business Development Plan.
THE BENEFITS FOR YOUR ORGANISATION
Your leadership development processes and programmes will have a significant impact on business performance.
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Your leaders will be developed in ways that enable them to achieve their performance objectives and maximise their contribution to the Organisation.
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You will gain benefits from being seen as a Learning/Development Organisation, both internally and externally.
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Your “line” managers will be operating as effective “coaches” to their people.
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You will be developing emerging leaders to meet Organisational growth, change and succession plans.
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