Home>Services>Leadership Development

Leadership Development

“The only appreciating assets in organizations
are people’s thinking and experience.”

Leadership development is a critical priority for any organization that wants to retain high performers and develop talent. Our services enhance the effectiveness of leaders by improving their learning and performance.

From our experience and our research on leadership effectiveness, we have come to believe the following about the design and delivery of leadership development programs:

• The number one predictor of success in management is the ability to learn from experience, feedback and coaching.
• Leadership development initiatives should be directly aligned to an organization's mission, strategy, and goals.
• Role-specific leadership competency profiles that address capability requirements should guide the design.
• Targeted competency profiles converted to 360-degree feedback instruments are critical in helping leaders identify specific developmental priorities.
• Quality feedback is critical to leadership development. Self-awareness of current capability against a specific competency profile is essential for learning.
• The use of specific on-the-job skill building practices accelerates improvement.
• Leadership development is best accomplished over a series of sessions when practical applications are designed into the intervening months.
• As the participants go through a learning process they contribute more to the effectiveness of their organization and they come to expect more from their leaders.

A Three-Track Approach to Leadership Development

We have incorporated these principles in a three-track approach to leadership development that features:

• Workshops: Each participant attends workshops focused on building the competencies needed to fulfill their leadership and management roles. These competencies vary somewhat from program to program as we tailor programs to the specific needs of individual organizations.
• Strategic Thinking Opportunities: Each participant works on a four or five member team addressing a strategic issue selected by senior management. These teams are often cross-functional, thus allowing participants to build relationships across the organization.
• Individual Development: Each participant has an individual development plan that involves receiving feedback from a 360° survey process, completing a self-assessment, setting individual development goals, and participating in one-on-one coaching sessions. (For some individuals, this is the most important work they will do in the program.)

Home | About Us | Services | Insights & Ideas | News | Site Map | Privacy Statement
COPYRIGHT 2006 | MOR ASSOCIATES INC. | MORBrian@aol.com