'Leadership By Levels' development program
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Leadership By Levels is a unique development program which will ensure that your managerial leaders hit the ground running as soon as they are promoted. Our program goes beyond conventional development, focussing on the differences in work complexity at each organizational level and enabling participants to develop higher levels required of cognitive capability and socio-emotional maturity. This program will give organizations the framework for a sustainable leadership talent strategy.
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'Leadership By Levels' development program
- 1. ‘LEADERSHIP BY LEVELS’ A UNIQUE APPROACH TO STRATEGIC LEADERSHIP DEVELOPMENT
- 2. THERE’S A LEADERSHIP DILEMMA…. Requisite Development Ltd. All rights 12 June 2012 2 reserved.
- 3. ”THE WORLD LOOKS SO DIFFERENT FROM UP HERE” “If I had known beforehand just how more complex my new role would be I would have asked for help to prepare. I just carried on working the way I had done before but it was a disaster. My manager couldn’t cope with the fact that I didn’t understand what he wanted me to do and my team were making demands that I couldn’t meet. It was so stressful and I felt a failure.” (Departmental Manager, previously a Team Leader, in pharmaceuticals) Requisite Development Ltd. All rights 12 June 2012 3 reserved.
- 4. 55% of newly-promoted managerial leaders underperform in their new role due to lack of understanding of its requirements and inability to cope with the increased cognitive complexity and socio-emotional challenges Requisite Development Ltd. All rights 12 June 2012 4 reserved.
- 5. The majority of organizations fail to adopt a strategic and systemic approach to developing leadership capability at each organizational level, resorting instead to reactive and piecemeal interventions (often AFTER people have been promoted) Requisite Development Ltd. All rights 12 June 2012 5 reserved.
- 6. HOW CAN WE RESOLVE THIS DILEMMA? Requisite Development Ltd. All rights 12 June 2012 6 reserved.
- 7. FROM HORIZONTAL TO VERTICAL DEVELOPMENT “Organizations have grown skilled at developing individual leadership competencies, but have mostly ignored the challenge of transforming their leader’s mind-set from one level to the next. Today’s horizontal development within a mind-set must give way to the vertical development of bigger minds.” John McGuire and Gary Rhodes Transforming Your Leadership Culture, Center For Creative Leadership Requisite Development Ltd. All rights 12 June 2012 7 reserved.
- 8. A DIFFERENT PERSPECTIVE CONVENTIONAL APPROACH OUR UNIQUE APPROACH Leadership is a general Leadership roles increase concept in complexity and challenge through each organizational level People are usually Neither of these factors promoted due to their guarantees success at the expertise or success in their next leadership level current role Requisite Development Ltd. All rights 12 June 2012 8 reserved.
- 9. TO SUCCEED AT A HIGHER LEVEL, YOU CANNOT THINK AND BEHAVE IN THE SAME WAY AS YOU DID IN YOUR PREVIOUS ROLE Requisite Development Ltd. All rights 12 June 2012 9 reserved.
- 10. MATCHING PEOPLE TO LEADERSHIP ROLE LEADERSHIP ROLE REQUIREMENTS PERSONAL CAPABILITY PROFILE KNOWLEDGE WHAT ARE VALUES WHAT IS THE AND SKILLS THE SOCIO- ESSENCE OF EMOTIONAL LEADERSHIP CHALLENGES WORK AT AND HOW EACH LEVEL? COGNITIVE MUST I ADAPT? CAPABILITY WHAT IS THE COGNITIVE CHALLENGE? SOCIO- HOW DO I NEED TO THINK TEMPERAMENT EMOTIONAL DIFFERENTLY? MATURITY Requisite Development Ltd. All rights 12 June 2012 10 reserved.
- 11. STEP DIFFERENCES IN LEADERSHIP ROLE COMPLEXITY AND COGNITIVE CHALLENGE BY ORGANIZATIONAL LEVEL TRANS- FORMATIONAL INTEGRATED LEADERSHIP – LEADERSHIP – leads business LEADING synergizes unit (or LEADERS – leads multiple medium-sized TEAM several teams in functions and organization), cr LEADERSHIP – one creates eates new coordinates and department, des operational strategic models improves igns and framework. and leads outputs within improves transformational existing system. processes. change. LINEAR CAUSE-AND- SYSTEMIC META-SYSTEMIC THINKING EFFECT THINKING THINKING THINKING Requisite Development Ltd. All rights 12 June 2012 11 reserved.
- 12. WHO WILL BENEFIT FROM THESE PROGRAMS? PARTICIPANTS PROGRAM LEVEL Specialists or frontline staff about to Team Leadership take up their first managerial role Existing Team Leaders about to step up to Unit or Departmental Head roles Leading Leaders Existing Departmental Heads moving to roles which manage multiple operational units Integrated Leadership Existing Functional or Operations Managers who are ready to take on strategic roles which may involve transformational organizational change and creation of new Transformational Leadership business models Requisite Development Ltd. All rights 12 June 2012 12 reserved.
- 13. ‘Leadership By Levels’ ensures that organizations can adopt a strategic approach to vertical leadership development, enabling smooth transitions through each level and harnessing people’s full leadership potential Requisite Development Ltd. All rights 12 June 2012 13 reserved.
- 14. Program participants will: Have a clear understanding of the new role, its requirements and its challenges Provide true value-added leadership to their people Make better quality decisions Improve stakeholder relationships See the world from a higher and broader perspective, achieving VERTICAL as well as HORIZONTAL mental development Experience personal as well as professional growth Requisite Development Ltd. All rights 12 June 2012 14 reserved.
- 15. ‘LEADERSHIP BY LEVELS’ PROGRAM BENEFITS STRATEGIC AND SYSTEMIC APPROACH TO LEADERSHIP TALENT DEVELOPMENT NEWLY- REINFORCES PROMOTED MANAGERIAL LEADERS ‘HIT RELATIONSHIPS THE GROUND RUNNING’ Requisite Development Ltd. All rights 12 June 2012 15 reserved.
- 16. ‘LEADERSHIP BY LEVELS’ A 5-PHASE APPROACH
- 17. EACH PROGRAM LEVEL HAS A CONSISTENT FRAMEWORK WITHIN THE OVERALL ‘LEADERSHIP BY LEVELS’ SYSTEM PROGRAM CONTENT IS TAILORED FOR THE SPECIFIC REQUIREMENTS OF EACH LEADERSHIP LEVEL Requisite Development Ltd. All rights 12 June 2012 17 reserved.
- 18. 5-PHASE PROGRAM TIME-LINE 3-6 MONTHS BEFORE 12-15 MONTHS TRANSITION BEFORE TRANSITION PRE- 15 MONTHS EXPERIENTIAL APPOINTMENT BEFORE LEARNING EVALUATION TRANSITION PROJECTS AND 5 x CORE DEVELOPMENT 17 MONTHS PLAN REVIEWS LEADERSHIP BEFORE LEARNING TRANSITION MODULES INTRODUCTORY WORKSHOP 18 MONTHS BEFORE TRANSITION PRE- PROGRAM PARTICIPANT EVALUATION Requisite Development Ltd. All rights 12 June 2012 18 reserved.
- 19. WHY ‘LEADERSHIP BY LEVELS’ MATTERS REQUISITE LEADERSHIP LEVELS OF CAPABILITY SUSTAINABLE WORK TO MATCHED TO SUPERIOR MATCH EACH LEVEL OF RESULTS BUSINESS WORK NEEDS Requisite Development Ltd. All rights 12 June 2012 19 reserved.
- 20. WHAT NEXT? Contact me to explore how ‘Leadership by Levels’ can help you develop sustainable leadership capability throughout your organization Christine Baker Managing Director Requisite Development cbaker@requisite-development.com www.requisite-development.com Requisite Development Ltd. All rights 12 June 2012 20 reserved.
Hinweis der Redaktion
- Traditional leadership development interventions overlook the fundamental role that cognitive capability and socio-emotional maturity play in successful performance. In addition, traditional programs do not explain precisely how leadership work changes in scope as one rises through organizational levels. LBL allows us to create benchmarks of role requirements at each level so that participants have clarity about how to tailor their development plans prior to promotion.
- There is a qualitative and measurable difference in each step up the organizational ladder in terms of work complexity and cognitive challenge. Potential leaders need to understand what will be required of them and how to develop themselves before they move up.
- Organizations and their managerial leaders will understand what successful transition between levels looks like and how to prepare for it. Managers of participants will play a key role in creating and supporting individuals’ developmental action plans, following appropriate coaching by Requisite Development consultants.
- These timelines emphasise the need for organizations to take a proactive long-term view of leadership development. The timings of each phase will be adapted to each set of circumstances. However, the longest phase is dedicated to experiential learning projects which will provide the most sustainable development outcomes.