The development of effective leaders is crucial for organisational success and growth. This blog post delves into a comprehensive 12-step process for developing leaders, ensuring your efforts in leadership development are as impactful and efficient as possible.
Preparation
Step 1 – Define Leadership Competencies or Behaviours
Start with a clear definition of the competencies and behaviours your organisation values in leaders. These could include strategic thinking, effective communication, emotional intelligence, change management and the ability to inspire and motivate teams. Tailor these competencies to reflect the unique values and goals of your organisation. This ensures that your development efforts are aligned with business objectives.
Step 2 – Strategic Planning
Develop a strategic plan for leadership development. This should include the objectives, timelines, resources required, and how the development aligns with the organisation’s strategic goals. A well-structured plan ensures that your leadership development initiatives are purposeful and aligned with business needs. This approach will assist you in demonstrating the ROI of these initiatives to stakeholders.
Step 3 – Select Tailored Development Programme
Select the right development programme that targets the appropriate level of leadership and focuses on the specific skills required in your organisation. Willow & Puddifoot offers three tailored programmes: Ignite, for new and untrained managers; Elevate, for experienced managers; and Inspire, for leaders. Each programme is designed to cater to the unique needs at different stages of leadership development. The programme should be customised to meet your specific organisational needs.
Development
Step 4 – Self-Assessment and Personality Profiling
Use self-assessment questionnaires, personality profiling tools like DISC assessments, and 360-degree feedback to help leaders increase their self-awareness and understand their strengths and growth areas. Repeat assessments to track development, providing valuable metrics for L&D evaluation.
Types of Leadership Assessment Tools
| Self-Assessment Questionnaires | Personality Profiling Tools (e.g., DiSC) | 360-Degree Feedback Custom |
| Participants rate themselves on key skills aligned with the programme | Assesses behavioural styles and personality traits | Feedback from various sources: peers, managers, and direct reports |
| Focuses on self-evaluation and reflection | Provides insights into how individuals interact and communicate | Can be customised or off-the-shelf |
| Can be subjective, relies on individual’s self-awareness | Objective and based on psychological principles | Offers comprehensive perspective |
Step 5 – Skill Development
Effective leadership requires the development of two distinct but equally vital types of skills.
- Business skills: Focus on developing essential business skills such as strategic thinking, managing change, decision-making, and effective communication. These skills are foundational for successful leadership in any original context. Tailor this development to address specific organisational challenges, ensuring leaders are equipped to handle real business scenarios.
- Personal mastery: Leadership development extends beyond external skills, delving into the realms of self-awareness, self-management, and resilience. This includes understanding oneself deeply, and effectively navigating challenges and change. By committing to this internal journey, leaders are better equipped to sustain high levels of wellbeing and performance, even in tumultuous situations. This internal fortitude is key to maintaining composure and clarity in the face of adversity.
Step 6 – Employee Generated Content
The integration of employee-generated content using tools like Easygenerator complements the leadership training by allowing employees to contribute content that delves into the distinct challenges and successes within their own organisation. These could include nuanced case studies, tailored best practices, or innovative solutions that have proven successful in their unique environments.
Step 7 – Coach / Mentor
Coaching and mentoring enable leaders to apply their learnings to their own unique personal circumstances and development needs.
The roles of a coach and a mentor are distinct yet complementary. Mentoring typically involves a more seasoned member of the business, someone who can share wisdom and guidance based on their own experiences within the organisation. This relationship is often long-term and focuses on the overall career and personal development of the mentee. On the other hand, coaching is usually provided by an external certified coach. This relationship tends to be more structured and time-bound, concentrating on specific development areas such as mindset, skill enhancement, and overcoming internal obstacles. The coach’s external perspective can offer fresh insights and facilitate significant shifts in thinking and behaviour. Both mentoring and coaching are integral to nurturing well-rounded leaders who are prepared for both the present challenges and future advancements in their careers.
Comparison of Coaching and Mentoring
| Coaching | Mentoring |
| Usually provided by an external certified coach | Typically involves a seasoned member of the business |
| Structured and time-bound | Often long-term, focusing on career and personal development |
| Focuses on specific areas like mindset, skill enhancement | Based on sharing wisdom and guidance from personal experience |
| Offers fresh insights, significant shifts in thinking and behaviour | Supports overall growth, aligns with organisational culture and values |
Step 8 – Practical Assignments / Experience
Provide leaders with practical assignments and experiential learning opportunities. These real-life challenges allow them to apply their learning, hone their skills, and gain valuable leadership experience.
Step 9 – Involve Their Managers
Engaging the managers of leaders in the development process is critical. Managers can be powerful catalysts for growth. They provide valuable feedback, support, and guidance, directly influencing the development journey of leaders. Additionally, managers play a key role in identifying and nurturing leadership potential within their teams. Their close working relationship with team members allows them to observe and develop leadership qualities on a day-to-day basis, making them instrumental in driving the growth and advancement of leaders within the organisation. By actively participating in this process, managers not only aid in the development of leaders but also contribute to a culture of continuous learning and development throughout the organisation.
Continuity
Step 10 – Emphasising Growth Culture
Encourage a culture of continuous growth and learning. A growth mindset not only fosters personal development but also drives organisational innovation and adaptability, which is critical for long-term success.
Step 11 – Succession Planning
Incorporate leadership development into your succession planning. This ensures a pipeline of capable leaders ready to step into key roles, securing the future success of the organisation.
Step 12 – Continuous Learning and Adaptation
Finally, the process should be iterative and adaptive. Continuously assess the effectiveness of your leadership development strategies and be open to incorporating new methodologies and technologies. This constant evolution is key to ensuring that your leadership development efforts remain relevant and effective in an ever-changing business landscape.
Conclusion
Developing leaders is a strategic process that requires careful planning and a diverse range of development activities. By following these 12 steps, you can ensure a robust pipeline of skilled leaders, prepared to drive your organisation’s success. Willow & Puddifoot is committed to partnering with you on this journey, offering tailored programmes and expertise in leadership development.
About the author
Louise Puddifoot is the founder of Willow & Puddifoot, a training provider for those seeking transformative learning and development experiences. With a vibrant learning and development career spanning over two decades, Louise’s expertise lies in leadership and management development. She is passionate about enabling potential and catalysing growth in individuals and businesses alike.
