Implementing a plan to develop your leaders is not sufficient. Just like any process or a project, it is important to have a success metric assigned to it and a regular analysis conducted. A successful leadership development program is said to have been implemented if your metrics clearly point that the talent pool in the organization is ready for the next role and is effectively contributing to the success of the organization.
Specification regarding implementation – It is important for the HR and the management to clearly define why they are implementing the development program. We all consider and place business needs above all but it is important that each of the organization’s areas like cost reduction or removal of redundant processes is clearly pointed out. This will help to know what measures need to be implemented to improve these areas.
Once this is in place, you can define the competency changes needed to achieve the goal. There are tools that your HR can help you use to get more competency details pertaining to this. Once the final solutions are clear, management and the HR need to check what the individuals learning should be who will be undertaking the program. Such analysis is needed to be done to ensure that the final result of the program is clear to everyone.
Failure to identify talent pool – Leadership development program is extremely effective only when it is implemented for individuals who perform exceptionally well for the organization. Many times organizations fail in this regard and without prior thought on whom to consider for this investment, a lot of employees are nominated. It is good that the business and HR identify a talent pool in the company and nominate them. Organizations must have clarity on whom they are investing and how much should they do. Investment on such employees can be in the form of training, incentives, increased responsibilities and positive feedback. Development programs can be successful only when the momentum to make them successful both from the trainee and the organization’s end goes on.
Return of Investment – It is important that benefits of the program and the cost invested in conducting the program are appropriately balanced out. Overspending on such programs and thereafter not utilizing resources appropriately and to the full extent is not the best suggested approach.
ITIL certification programs focus on all of the above and much more to ensure the successful implementation of the training.