In any company, success starts at the top. For example, on a ship, if the captain is heading off-course, then it will not matter how good the rest of the crew is. Yet good leaders can be difficult to find, and even more difficult to keep. Many companies have found that it is easier to identify employees internally who show potential, and invest in executive development training for them. Doing so will not only provide a company with the qualified personnel it needs to lead them into the future, but will also instill a sense of loyalty within employees, who recognize the investment their employers have made in them and are less likely to pursue other opportunities outside the company. In spite of this, many companies have not sought out leadership education before, and would like to know more about how it works to reach manager objectives. Below, organizational decision makers will find the background information they need related to this offering, so that they will know what to expect.
One of the most important areas that these services focus on is executive alignment. Coaches will work with employees to identify company objectives, and then instill better self-awareness in the employee, so that he or she is more confident in his or her ability to reach those objectives. Most programs will even go one step further and teach employees about the company culture so that they have a better understanding of what is expected of them. Familiarizing future leaders with business objectives and company culture will also give them the background information they need to brainstorm new ideas for reaching company goals.
Employees at any level of the company can have ideas or suggestions for improving operations, but executive development will actually empower these individuals to feel free to share their ideas. Lower level employees might be hesitant to share their ideas, not only because they fear that they do not know enough about the company to come up with useful ideas, but also because they have such low self-esteem. During leadership education, instructors will help employees to identify their own strengths and weaknesses. Not only will this allow them to recognize areas for improvement, but it will also build confidence related to duties that relate to their strengths. It is much easier for leaders to assess a co-worker's strengths and weaknesses if they have already done so for themselves.
Leadership educationwill also focus on interpersonal skills, like techniques for solving problems among co-workers. Interpersonal skills can be taught that allow leaders to recognize when employees are not sufficiently engaged, or when employees do not feel comfortable sharing their feedback. Employees will even learn dispute resolution techniques, to control conflicts when they arise.
Clearly, instituting an executive development program internally is a good idea, but another option to consider is to outsource the leadership education task to a third-party. That way a company will work with professionals who have trained leaders before, who can provide insights and tips that would not be available internally.
An executive development program will focus on many areas when providing leadership education.