Although all employees will need training to ensure optimal operational performances over time, managers, supervisors and executives should be the first priority for these investments. Leadership development can yield positive outcomes for the upper-level management of the company, all the while strengthening the overall performance of employees who are working in the trenches on an everyday basis.
CLO Media recently explained that the speed with which baby boomers are retiring is not quite as quick as many expected, which has led many companies to overlook succession planning. This can cause several major issues, especially as a business that is not prepared for a transition of leadership will run the risk of operational disruptions caused by unprepared individuals stepping into managerial roles.
Studies indicate that the most successful leadership development programs will start before the employee ever begins managing others, and will include long-term components to sustain improvements over time. According to the news provider, the first step is to create frameworks that will work to identify employees who would be more likely to excel in a leadership position, then formulate assessments that accurately predict what these staff members will need in terms of development.
The source noted that the 70:20:10 principle is important to remember when building the entirety of a training program, regardless of the objectives. CLO Media noted that this is used to show how adult employees will learn, with 70 percent coming from experience, 20 percent generated through communication with peers and 10 percent generally propagated in traditional classroom courses.
Enterprises that hit all of these types of learning components will be more likely to enjoy greater success in their leadership initiatives, as combining coaching, experiential learning and traditional training can have a profoundly positive impact on new and old managers.