2.6 - Career & Leadership Development Flashcards
Distinguishing factors of a successful Leadership Development program
- Future Focused
- Leadership responsibility (executive sponsorship)
- Leadership quality
- Results-oriented
- Value learning and development
- Long-term, aligned systemic approach
Process of creating and evaluating a leadership development program
- Analyze development needs
- Clarify purpose and establish goals
- Determine design features
- Design blended leadership development experiences
- Establish candidate eligibility, referral, and selection processes
- Identify high-potentials
- Sustain and evaluate leadership development progress
Operational Goals
These goals relate to the details required to start and implement the leadership development effort.
Examples:
- the date by which the program will be deployed
- the action that must be completed, such as identifying all eligible employees.
Interim goals:
These goals are indicators of final goals and progression toward the result.
Examples:
- Eighty percent of all leadership development program components are completed by the end of the year.
- Each participant will complete one project that spans at least two departments.
Outcome Goals:
These goals are based on the needs of the organization and the expectations of senior leaders. These goals measure the results an initiative has on organizational goals.
Examples:
- leadership preparedness such as, “Promote from within 80 percent of the time”
- resolving an organizational goal such as, “Reduce turnover by 50 percent within 18 months.”
Semistructured leadership development
Semi-structured leadership development experiences could include
- a community of leaders joining together for a book club discussion,
- discussing a speaker’s message,
- watching videos,
- observing meetings, or
- enrolling in internal and external courses based on a list of recommended course.
Structured leadership development
Structured leadership development could include
- a list of annual recommended courses and
- a chance to experience short-term projects or processes that build skills without a great disruption in current job responsibilities,
- stretch opportunities with feedback,
- learning through hardships, or
- mentoring.
Highly structured leadership development
could include a structured curriculum and last several years. Potential activities within that curriculum include job rotation programs, international job assignments, a loaned executive program (volunteering in a nonprofit to broaden leadership skills), and coaching from an external consultant.
How organizations identify potential leaders
- maintaining a current and active succession plan so that potential leaders are easy to spot
- training leaders at all levels
- using referral options to identify leaders
- allowing leaders to self-nominate for development programs and sign up to participate
- requiring supervisors or other credible sources to nominate leaders
- basing eligibility on leaders’ tenure with the organization
- requiring all managers to participate in a development program within their first 12 months of promotion.
Features of qualification programs
- is based on narrowly defined content taught in a course and measured in an assessment
- tests specific knowledge or skills based on learning objectives
- is awarded if the standards, such as passing score, are met
- is a process that has limited rigor and discipline
- has trainers who are aware of the test scores and may conduct the assessment
- has credential holders who retain and retest at the end of a time period
Steps to develop a qualification program
- Establish goals
- Analyze audience
- Analyze jobs or roles
- Prepare budget, finance model, and pricing structure
- Determine a model
- Assess training
- Determine a timeline
- Develop the training delivery and exam
- Check all legal concerns
Features of certificate programs
- A certificate is earned by acquiring knowledge.
- Often, course attendance is the only requirement; sometimes, a test or project may be required, but the certificate awarded never expires.
- When individuals receive a certificate, it does not mean they are “certified.”
- The term “certified” is a designation bestowed on those who are in a practice, such as a Certified Public Accountant (CPA).
Assessment-based certificate programs
- An assessment–based certificate is more rigorous than a certificate.
- This non-degree-granting program delivers training and evaluates participants’ acquisition of skills, knowledge, and competencies.
- It is awarded to only those who “meet performance, proficiency, or passing standards for the assessment(s)” (Hirt 2019).
Certification Programs
- Certification is a program that is administered by a nongovernmental organization and assesses whether an individual has the knowledge and skill to perform a role measured against a set standard.
- The administering body grants individuals a credential for a specified time period.
- Certification is available to those who meet predetermined, standardized criteria.
- The knowledge required to pass an assessment is learned through classes, self-study, and experience.
- The assessment is independent of a class or training program.
- To retain the credential, recipients must meet renewal requirements.
The need for qualification programs
- Build capacity for an organization’s talent needs
- Attract qualified candidates to become employees
- Provide training and development
- Offer individuals recognition of achievement
- Address a regulatory requirement
- Meet the requirement to be legally defensible
- Address the industry requirements for a license, certification, or other qualification program
