Develop a Leadership Strategy to Drive Organizational Results
Strengthen organizational leadership by developing a clear vision of the leaders your organization needs to drive results.
- Leadership development isn't helping. Less than half of business leaders would describe the return from their leadership development efforts as good or very good (Korn Ferry Institute).
- The current operational context makes it more difficult than ever for leadership to be effective. The VUCA environment makes it challenging to make good decisions, organizations are not always set up to promote effective leadership, and traditionally rewarded leadership behaviors are a liability for leaders today.
Our Advice
Critical Insight
- Develop a strategy for leadership that is tied to the organizational strategy and takes into account today’s leadership needs to set the organization up for successful leadership.
Impact and Result
- Develop a leadership strategy and tactics tied to the organizational strategy to build your organization’s leadership capacity.
Workshop: Develop a Leadership Strategy to Drive Organizational Results
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Review Organizational Information and Analyze Current State
The Purpose
Review the organization’s context and glean insights that will inform the leadership strategy.
Key Benefits Achieved
- Organizational information reviewed for necessary information
- Completed current-state analyses
Activities
Outputs
Review themes from individual interviews/focus groups.
- Interview/focus group themes
Review strategy.
- Strategy review
Conduct a SWOT analysis.
- SWOT analysis
Conduct a PESTLE analysis (time permitting).
- PESTLE analysis (time permitting)
Module 2: Craft a Leadership Vision and Guiding Principles
The Purpose
Identify the organization’s leadership needs and craft a leadership vison and guiding principles.
Key Benefits Achieved
An aligned vision and guiding principles to address the identified leadership needs
Activities
Outputs
Identify leadership needs.
- Identified leadership needs
Create a leadership vision statement.
- Documented leadership vision statement
Develop guiding principles for leadership competencies.
- Leadership competency guiding principles
Module 3: Develop New Leadership Competencies
The Purpose
Assess existing competencies to ensure alignment and select new leadership competencies.
Key Benefits Achieved
Newly defined leadership competencies to confirm alignment in leaders across the organization
Activities
Outputs
Review existing competencies to see if they are aligned with the leadership vision.
Select a list of key leadership competencies.
Vote to finalize list of key leadership competencies.
- Finalized list of key leadership competencies
Module 4: Anticipate Barriers and Action Plan
The Purpose
Anticipate organizational barriers and brainstorm an action plan to address them.
Key Benefits Achieved
A list of anticipated barriers to the leadership strategy and an action plan to address them
Activities
Outputs
Anticipate organizational barriers to achieving the leadership vision.
- Brainstormed barriers and actions to address barriers
Brainstorm actions to address organizational barriers.
Module 5: Prepare to integrate the leadership vision
The Purpose
Create a plan to integrate the leadership vision.
Key Benefits Achieved
An action plan to implement the leadership strategy, including a change management and communication plan
Activities
Outputs
Build an action plan to integrate the leadership vision throughout the organization.
- Action plan
Build an action plan to integrate the leadership vision throughout the organization.
- Change management and communication plan (time permitting)
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Define leadership for your organization
- Call 1: Determine leadership needs based on internal and external analysis.
- Call 2: Create a leadership vision statement.
Guided Implementation 2: Identify leadership competencies
- Call 1: Select key competencies that align with leadership needs and support the leadership vision.
Guided Implementation 3: Prepare to integrate leadership vision throughout the organization
- Call 1: Identify organizational barriers to achieving the leadership vision.
- Call 2: Develop an action plan for integrating the leadership vision throughout the organization.
- Call 3: Develop messages to communicate the leadership strategy and select goals and metrics.
Contributors
- Harlas Campbell, Director of Organizational Development & Training, Carlex Glass America, LLC
- Brett Cohen, Vice President of Human Resources, Elbit Systems of America
- Rob Elkington Ph.D., Founder and CEO, Global Leadership Initiatives
- Amanda Holmes, Vice President of Global Talent Acquisition, AccorHotels
- Brad Jones, Learning and Development Program Administrator, Carlex Glass America, LLC
- Barbara Lombardo, Chair of The Board of Directors, Gateway to College National Network
- Michael Messier, Executive Vice President & Chief Human Resources Officer, Excelitas Technologies
- Talene Elizabeth Palvetzian, Corporate Manager, OPS Leadership Development, Ontario Public Service
- Maura Parda, Managing Partner, 512 Leadership Group
- Craig Parrish, Vice President of Human Resources, BNSF Logistics
- Bill Pasmore, Senior Vice President, Center for Creative Leadership
- Bill Smillie, President, Tamarac Consulting LLC
- Tom Tesoro, Vice President of Human Resources, Standard Motor Products
- Kim Ziprik, Organizational Development Manager, NASCO
Develop a Talent Management Framework
Develop a Comprehensive Competency Framework
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Develop a Leadership Strategy to Drive Organizational Results