Leadership Development
Historically, leadership development has focused on developing the leadership abilities and attitudes of individuals. Different personal traits and characteristics can help or hinder a person's leadership effectiveness and require formalized programs for developing leadership competencies. Unlike Executive Coaching, candidates for this program need not possess the ‘natural ability’ mentioned above as the goal of the program is to develop this natural ability.
Classroom-style training and associated reading is effective in helping leaders to know more about what is involved in leading well. The success of leadership development efforts can be linked to three variables:
Development is also more likely to occur when the design of the development program:
The key concepts in leadership development include:
Experiential learning: positioning the individual in the focus of the learning process, going through the four stages of experiential learning:
1. concrete experience
2. observation and reflection
3. forming abstract concept
4. testing in new situations.
Self efficacy: the right training and coaching should bring about 'Self efficacy' in the trainee: a person's belief about his capabilities to produce effects
Visioning: Developing the ability to formulate a clear image of the aspired future of an organization unit.
Attitude: attitude plays a major role in being a leader.
Leadership Development Program
Our Leadership Development Program (LDP) trains participants in specific skills, and provides the learnable mindsets, of creative thinking and problem solving that drive organizational innovation. The program is delivered in person and caters for audiences at specific levels of the organization ranging from front-line innovators to C-suite leadership teams.
The LDP is available to individuals, though I often recommend a cohort-based participant group and a customized bundling of classes. I believe in experiential learning, so course participants are often presented with relevant, company-specific tasks and projects to create immediate organizational value while applying their newly acquired knowledge, skills, and abilities.
I offer master classes on the topics of:
Who should follow the Leadership Development Program?
Human Resources & Talent Development professionals, Organizational Development professionals
Department/Division managers who want to increase the strategic thinking of their team
Program/group managers who wish to build innovation capabilities with their members
Contact us today to learn how we can help your business develop strong leaders.
email: Greg.Pilkington@gmail.com
phone: +1 (407) 967-7707
Classroom-style training and associated reading is effective in helping leaders to know more about what is involved in leading well. The success of leadership development efforts can be linked to three variables:
- individual learner characteristics
- the quality and nature of the leadership development program
- genuine support for behavioral change from the leader's supervisor
Development is also more likely to occur when the design of the development program:
- integrates a range of developmental experiences over a set period of time (e.g. 6–12 months). These experiences may include 360 degree feedback, experiential classroom style programs, business school style coursework, executive coaching, reflective journaling, mentoring and more.
- involves goal-setting, following an assessment of key developmental needs and then an evaluation of the achievement of goals after a given time period
The key concepts in leadership development include:
Experiential learning: positioning the individual in the focus of the learning process, going through the four stages of experiential learning:
1. concrete experience
2. observation and reflection
3. forming abstract concept
4. testing in new situations.
Self efficacy: the right training and coaching should bring about 'Self efficacy' in the trainee: a person's belief about his capabilities to produce effects
Visioning: Developing the ability to formulate a clear image of the aspired future of an organization unit.
Attitude: attitude plays a major role in being a leader.
Leadership Development Program
Our Leadership Development Program (LDP) trains participants in specific skills, and provides the learnable mindsets, of creative thinking and problem solving that drive organizational innovation. The program is delivered in person and caters for audiences at specific levels of the organization ranging from front-line innovators to C-suite leadership teams.
The LDP is available to individuals, though I often recommend a cohort-based participant group and a customized bundling of classes. I believe in experiential learning, so course participants are often presented with relevant, company-specific tasks and projects to create immediate organizational value while applying their newly acquired knowledge, skills, and abilities.
I offer master classes on the topics of:
- Strategy Formulation
- Strategy Execution
- Creative Problem Solving
- Design Thinking
- Managing for Innovation
- Innovative Leadership
- Entrepreneurial Mindset and Business Model Design
Who should follow the Leadership Development Program?
Human Resources & Talent Development professionals, Organizational Development professionals
Department/Division managers who want to increase the strategic thinking of their team
Program/group managers who wish to build innovation capabilities with their members
Contact us today to learn how we can help your business develop strong leaders.
email: Greg.Pilkington@gmail.com
phone: +1 (407) 967-7707