Effective managers are the key to any organization succeeding. Strategic leaders are necessary if you are looking to bring a strategic edge to your organization. Transforming successful managers into strategic leaders through training and development is a key component. This presentation will show you how to build the basic skills of your managers and then transform those managers into successful leaders that operate with a strategic, value-added, success based, and personal and professional growth-minded focus. The outcome will be organizational leaders who are more effective and a workforce that is motivated, educated, and turns over infrequently.
This specific session will focus on the SHRM competencies of HR Technical Expertise and Practice, and target the key behaviors of Leadership & Navigation, Consultation and Business Acumen.
In this session, participants will learn to proactively initiate (or adeptly respond to a request for) a “leadership development program.” Specifically, they will learn techniques to identify need, gather relevant data, leverage performance management, and communicate findings to senior management. They will learn key areas to consider and standard traps to avoid falling into. Finally, they will learn how to keep a program energized and permanently ingrain it into the organization’s culture, all the while communicating its success in the language of business.
Learning Objectives
At the end of this program, you will be able to:
• Describe how critical thinking and careful diagnosis are key skills for HR professionals to properly develop and communicate a leadership development strategy.
• Discuss guidelines for identifying performance gaps in managers and leaders and techniques to remedy them.
• Develop the skills and ability to communicate the needs, design, process, and results, and how they align with corporate strategic initiatives to senior leadership.
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Strategic Business Management Activities Addressed in this Session:
This one-hour seminar will provide HR professionals with the business skills needed to make a positive impact in the organization’s leadership pipeline. Specifically, they will learn to develop and execute a strategic business plan for management and leadership development. This plan will contain a needs analysis, competency development, and a learning plan that aligns with the organization’s strategic plan’s performance expectations. This will happen through:
• Developing and aligning the human resource strategic talent management plan with the organization’s strategic plan.
• Working with the executive suite in assessing supervisory, managerial, and leadership gaps as they impact the strategic and annual planning process.
• Leveraging key stakeholders to garner support for the initiative by demonstrating the value-add of an educated and motivated managerial and leadership level.
• Using data, identifying the health of the leadership pipeline and present this data to the executive suite as vital to the success of any strategic and annual plan. This will include conducting an organizational analysis of the current and projected leadership talent level as well as competency gaps.
• Developing a strategic management development initiative that will include pre-and post-program assessment, skills training in compliance, process improvement, and staff development, mentorship, and continual continuing education opportunities tied to organizational goals and objectives.
• Communicating the organization’s values and guiding principles and building these into management and leadership development initiatives.