Plan for Leadership Development and Executive Education Before You Need It

Leadership development and executive education don’t always rise to the top of the list of priorities unless an organization encounters an unavoidable problem. Why is that?

Hindsight will show any leader that, in fact, the best time to plan programs for improvement is when you don’t need them. Leadership development and executive education programs work best when they are factored into annual budgets and addressed on a schedule. Q4 is a great time to get started.

Why Prioritize Leadership Development and Executive Education

Annual executive education programs enable leaders and managers to acquire new knowledge and skills to apply immediately to strategic planning and decision-making. During year-end review is a natural time to reflect on achievements and challenges.

Leaders at all stages who participate in executive education and leadership development gain new insights and perspectives since it gives them a chance to reflect on their performance and set goals. Learning about new trends and best practices is never a bad idea. Plus, illustrating to top talent that your company prioritizes development always contributes to a competitive edge.

Any role can become mundane when there aren’t opportunities for professional and personal growth. Well executed and thoughtful executive education and leadership development programs boost engagement, confidence, and skills.

How to Get Started

Getting going can seem overwhelming if you don’t already have an established executive coaching, leadership development, or team performance program (or even if your efforts have historically been inconsistent).

The first step is to identify gaps in leadership skills and competencies, and consider what would have the most significant impact. A structured curriculum geared toward emerging leaders, mid-level managers, or senior executives can address the unique challenges and requirements of different learning styles. Assessments, surveys, and evaluating outcomes and direct feedback can also help you clearly define learning styles and more accurately set goals and objectives.

What to Include in Your Leadership Development Program

Companies that create leadership competency models that feed a foundation of trust and generate a healthy company culture, help leaders and employees thrive. Mentorship and coaching, along with more informal learning initiatives, can help perpetuate specific skills and behaviors that will drive you toward your established goals and priorities.

There is no one-size-fits-all answer to executive education and leadership development programs. However, timelines with milestones, deadlines, and key activities will set you on the right path.

Know When to Involve an Expert

Executive leadership education isn’t just about fixing problems or addressing deficiencies; it can serve as a proactive and strategic approach so leaders can build on personal and professional development. It also helps your organization stay relevant, adaptable, and continually improve.

It’s a big project. The first thing to remember is not to wait until you see a problem to get started. An objective expert can help open discussion, break down walls, and introduce methods that will save resources and create a more meaningful impact. Contact Liddell Consulting Group to get started.