According to the best thought leaders in the industry, many organizations are unclear about how they can create a sustainable, leadership talent pipeline for the long term. This is especially compelling as many organizations are experiencing leadership and overall talent deficits–think Great Resignation.
Organizations need to manage their leadership supply chain with the same rigor that they would apply to other parts of the organization.
The reality is that many organizations do not even understand who their key leadership is; therefore, refocusing efforts and investment on pivotal leadership roles could provide a major competitive advantage over the next 12-18 months.
Companies are realizing more and more that their leadership development programs are instrumental to their business’s future. As top executives retire or leave, it is the future leaders who must carry on the deep legacy of business success. The BEST ORGANIZATIONS for leadership are on top of the situation when it comes to creating a culture of innovation with practices that allow them to prosper. Therefore, designing powerful Leadership Development Strategies is a key initiative in driving organization success.
What you will learn
— Why Leadership Development needs to change
— Barriers to Developing Leaders
— Leadership Development Redesign
— What Leaders Need to Learn
— LD Design Considerations
— Apply and Sustain Learning