The Complete Guide to Creating a Leadership Development Plan

 

What is a Leadership Development Plan?

A leadership development plan is a framework designed to enhance an employee's leadership skills, competencies, and abilities. The structured plan typically includes specific goals, strategies, and activities aimed at fostering growth in leadership capabilities.

 

How do companies benefit from a leadership development program?

A leadership development program is an invaluable tool that benefits everyone involved. Companies who dedicate the time and resources to creating and supporting these programs see their investment returned to them tenfold. Here are a few common benefits of building a program designed to help improve leadership skills.

 

Tailored leadership styles

Every leadership style is not suited to every company culture. With leadership training, you can nurture leadership skills that will be most effective within your organization and align with your overall business strategy.

 

Talent retention

Employees are more likely to stay with a company that invests in their professional development. A successful leadership development plan can enhance job satisfaction and reduce turnover rates.

Moreover, putting in the work to build an effective leadership team benefits those who aren't on track to become a manager. 75% of people agree that the most stressful aspect of their job is their immediate boss. If you take away that relational strain by curating a team of ridiculously efficient and likable leaders, you'll see an increase in employee retention rates.

 

Increased employee engagement

Employees who see a clear path for career advancement and development within the company are more engaged and motivated to contribute to your organization's success.

Again, the effort you put into developing great managers isn't just helpful for those going into a leadership position. Those strong leaders will be the ones helping to keep employees engaged and productive over the long haul. (We love a good win-win.)

 

Positive company culture

Ongoing leadership development fosters a positive and inclusive company culture where employees feel supported in their professional growth.

And again, creating great leaders is good for everyone who is impacted by the company culture.

(Are you seeing a theme? When you create a leadership development program you are building a better company for every single employee.)

 

Strong leadership pipeline

As leadership positions become available, you won't waste precious time or resources trying to fill them. You'll have a steady stream of effective leaders who are available and ready to step into a management role. This is incredible for business continuity and overall organizational performance.

 

Stronger company brand

Companies known for their strong leadership development programs may have a better reputation in their industry. This helps them attract top talent who are looking to work in organizations that will invest in their leadership development journey.

 

Cost savings

Creating and following through on a leadership development plan is a significant investment that may deter some companies from going down that route. Outside of costs like seminars, learning materials, and leadership courses, there are hidden costs associated with a dip in productivity as employees spend less time on their direct tasks and more time on long-term skill development.

However, viewing leadership development as too expensive to implement is a short-sighted outlook that can do more harm than good.

Ultimately, the initial investment in internal leadership development training can be more cost-effective than hiring external candidates. External hires cost an average of 18% more than internal hires.

They're also 21% more likely to leave your company within the first year and may even do some damage to your company culture during their short tenure.

 

The 6 Steps of an Effective Leadership Development Program

A good leadership development plan doesn't actually start with a plan. Before you jump into scheduling online training and one-on-one mentoring, you need to assess how to invest in leadership development in order to meet your organization's long-term goals.

Let's break down how to build a successful program, step-by-step.

 

1. Evaluate where your company is and where you want it to be

Conduct an assessment to identify leadership needs and gaps within the company using surveys, interviews, and performance data. Current employees are key in this first step; given the chance, many will be able to pinpoint where leadership skills are lacking and could be improved upon.

2. Determine leadership development goals

Setting leadership development goals provides a clear direction and focus for what you want your leadership program to achieve. Goals can be used to measure progress and keep each leadership development plan in line with your overall organizational objectives.

Because you've already determined where your organization is and where you want it to be, you can set goals that move the needle toward that future vision.

3. Determine key leadership competencies

Leadership competencies are skills, traits, and behaviors that make someone an effective leader.

There isn't one concrete list of key leadership competencies that applies to every business and industry. What Company A needs from people in leadership roles will be different from what Company B needs. Therefore, it's up to your organization to determine what makes a great leader.

Here are some common competencies you may determine are necessary:

• Social intelligence (an awareness of how to act in various social settings)
• Emotional intelligence (an ability to understand other peoples' emotions)
• Strong communication skills
• An inclusive attitude
• High ethical and moral standards
• Specific technical skills
• Openness to new ideas
• Engages in continuous learning opportunities
• Courage
• Coaching ability
• Being conscientious and courteous of others
• Encourages growth
• Consistently demonstrates personal responsibility

4. Select participants

You don't just need a framework for your leadership training, you also need a framework to select people who will participate in your leadership training. Not every employee has leadership potential, and not all potential leaders are interested in career growth that involves moving into management and leadership roles.

You can use metrics such as performance evaluations and feedback from supervisors to identify high-performing employees who may succeed as future leaders. You may also allow managers and supervisors to nominate employees who they believe have strong leadership potential.

Employee recognition software may be helpful in identifying which people on your team are consistently being recognized for their stellar performance. For example, with Terryberry, managers are able to see who receives the most recognition on their team, the last time each team member was recognized, and which categories of recognition are being used.

Leadership qualities can't be the only determining factor of who is suited for your leadership program. Speak with potential employees to discuss what career vision they have for themselves. Individuals whose goals align with your program's objectives will be more motivated to engage fully.

Once you have a list of candidates, assess each one based on the key leadership competencies you determined in step 3. A rubric can be used to evaluate employees subjectively.

 

5. Create individualized leadership development plans

Every participant in your leadership program needs an individual leadership development plan that targets the key competencies and leadership skills you think they need to further develop.

This is best accomplished with the support of a trusted mentor or coach who can help identify areas for improvement and suggest activities and goals that would truly be beneficial, based on their years of experience.

Key components of an effective leadership development plan include:

• clear, measurable, and achievable leadership goals
• specific development activities such as programs, workshops, mentorship, coaching, on-the-job experiences, and reading relevant literature and research
• an action plan that includes a timeline and small milestones to track progress
• a list of resources needed to complete the development plan such as time, budget, training materials, and mentorship support
• criteria and methods for evaluating progress toward the goal, which could include feedback sessions, performance reviews, and self-assessment

 

6. Assess and adjust as needed

Adjust your plans

A leadership development plan isn't written in stone. As they complete their training, participants may find that certain activities aren't helping them develop the leadership skills they are striving to target. They may need to adjust their timeline.

Some mentee/mentor relationships may harm instead of help, necessitating a rematch. You can't be afraid to pivot in order to maximize the impact of each leadership development plan.

 

Adjust your program

The only way to improve is to constantly consider what works and what needs adjusting. Solicit feedback from current employees who are participating in the program about what they've found beneficial and what they would change for future leaders who will go through the program.

If you don't already have a leadership program, then you probably have a defined date in mind as to when you want to launch, but there shouldn't be an end date for the program. Leadership development is an ongoing process, and as employees graduate from the program, you need to choose new participants if you want to support the long-term goals and vision of your company.

 

Sample leadership development plan template

 

 

Below is a sample leadership development plan template that includes all of the components we covered above. Tweak it as needed in order to create leadership development plans that you can implement with your employees.

Name:

Position:

Department:

Date:

 

Self-assessment

Key strengths:

 

Areas for improvement:

 

Leadership development goals

Short term goals (next 6-12 months)

Goal 1

Goal 2

Goal 3

Long term goals (next 1-3 years)

Goal 1

Goal 2

Goal 3

Action plan

Activity 1

Description

Timeline

Resourced needed

Activity 2

Description

Timeline

Resourced needed

Activity 3

Description

Timeline

Resourced needed

Support and resources

Mentor

Name:

Role:

Contact information:

Training program

 

Published resources (books/articles/websites)

 

Milestones and evaluation plan

Milestone 1:

Milestone 2:

Milestone 3:

Evaluation criteria 1:

Evaluation criteria 2:

Evaluation criteria 3:

Reviews and feedback

Quarterly review

Date:

Reviewer:

Feedback:

Annual review

Date:

Reviewer:

Feedback:

Signatures

Employee

Manager

HR Representative

 

Common Challenges of a Leadership Training Program + Tips to Overcome Them

No successful initiative comes without a few bumps in the road. Here are some issues you might have to contend with and suggestions for an easy resolution.

 

Customization vs. standardization

There is a delicate balance between consistency and addressing specific needs. You have to find it.

Solution: Create a flexible and personal leadership development plan that can be adapted to different contexts while maintaining core principles.

 

Securing leadership buy-in

Implementing a leadership development program isn't possible without support from senior leadership. If you're not part of the C-suite, you may dread having a conversation about the need for a leadership program.

Solution: Focus on the data. Point out how the program will support your company's mission and vision. Include evidence from other successful leadership programs and highlight the cost of inaction.

 

Measuring effectiveness

Without specific metrics that evaluate the effectiveness of your leadership program, it's easy to fall into the trap of subjectively looking at it based on how you feel about the program.

Solution: Set concrete criteria to assess the effectiveness of your program and make informed decisions about its next steps. You can use a mix of quantitative and qualitative metrics, such as pre- and post-assessments, participant feedback, performance improvements, and retention rates.

 

Balancing work and training

It may be challenging for participants to balance their daily work tasks with the activities they need to complete as part of their leadership development plan.

Solution: Offer flexible learning opportunities such as online modules or part-time workshops. Communicate the importance of the program to managers and ensure they support their employees' participation.

 

Does your company culture make leaders?

A positive company culture can mean anything, but in most organizations, it includes a culture of recognition. You can simplify and streamline employee recognition using recognition software, allowing employees to celebrate each other with ease, and allowing you to evaluate patterns and identify future leaders in your organization.

Ready to learn how Terryberry can transform your culture? We're ready to tell you all about it.