Components of Leadership Development

The Components of Leadership Development

The leadership development programs in these companies follow the philosophy of grounding them in value, the expected contributions from the leaders are defined, and therefore the organizational culture geared towards inspiring leaders. Next, the performance management system in these companies is tied to the company’s business strategy and it includes talent development activities and leadership objectives that are articulated clearly and succinctly. In other words, promotions are supported individual performance also as people development activities and these successively are linked to the business strategy and objectives.

These companies even have a leadership pipeline, which suggests that the leadership development is embedded in their strategic workforce planning which is comprehensive, and long run oriented. These companies also make sure that they divide their workforce into job families and therefore the potential leaders are identified and groomed for higher roles and responsibilities. In many of those companies, it's common to seek out lists of potential leaders referred to as high potentials who are earmarked for means career progression supported the organizational assessment of the talents and capabilities of those leaders. Further, the recruitment and training of latest employees is predicated on longer-term analysis of demand and provide patterns, which make sure that newer generation of leaders, are hired into the corporate to exchange those that have made it to the upper levels.

Collaboration between the HRM Function and Senior Management

The HRM functions in these companies work on a collaborative model with their potential leaders which suggests that the work of individuals development isn't left to the HRM function or the leaders alone. Instead, the potential leaders are identified then their performance is linked to the enabling and empowerment of others to maneuver up the chain. In other words, the power to identify talent and identify leaders for the longer term is completed by both the HRM function and therefore the senior management who add tandem during this effort.

Research into these successful companies has shown that the people management in these companies is world class and therefore the contributing factor that differentiates these companies from others is that the HRM function plays a critical role throughout the worker life cycle and not at the recruitment and training phase alone. the opposite factor is that the leaders in these companies are expected to possess skill sets that match the necessity for adapting to the challenges of the 21st century business landscape. In other words, these companies groom the leaders of the longer term right from the center management level.

Conclusion

Finally, leadership may be a combination of natural abilities and therefore the organizational nurturing of the workers with those skills. Hence, this interplay between nature and nurture is what determines the success or otherwise of the HRM function and therefore the senior management efforts to develop leadership in these companies.


Reference
CoreAxis. (2020). 5 Key Elements of Successful Leadership Development Programs | CoreAxis. [online] Available at: https://coreaxis.com/5-key-elements-successful-leadership-development-programs/ [Accessed 24 Feb. 2020].