- 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
- 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, 2015).
- 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 some traditionally rewarded leadership behaviors are a liability for leaders today.
- Building the organization’s leadership capabilities is not just about leadership development.
- Develop a strategy for leadership that is tied to the organizational strategy and takes into account today’s leadership needs in order to set the organization up for leadership success.
Impact and Result
Develop a leadership strategy tied to the organizational strategy to build your organization’s leadership capacity. This includes:
- A vision for leadership and how it supports business strategies.
- Leadership competencies required to carry out these strategies.
- A plan of action for how to align people processes to meet leadership needs, including addressing any organizational barriers to leadership success.
1. Define leadership for your organization
Conduct analyses and interviews to develop an aligned leadership strategy vision statement.
2. Identify leadership competencies
Select key leadership competencies that support the leadership vision.
3. Prepare to integrate leadership vision throughout the organization
Action plan for integrating the leadership vision across the organization and measuring impacts.
This guided implementation is a six call advisory process.
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.
Book Your Workshop
Onsite 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 onsite 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: Identify Leadership Needs
Align the needs of the organization with the vision statement.
Key Benefits Achieved
Use McLean & Company’s process to create an effective leadership strategy.
Identify why leadership is a priority.
Review mission, vision, and values.
Review organizational strategy and goals.
- Assessed internal factors affecting leadership vision.
Generate insights from senior leader interviews and focus groups.
- Gathered insights from leadership strategy stakeholders.
Conduct a PESTLE analysis.
Conduct a SWOT analysis.
- Conducted external situation analysis.
Identify leadership needs in light of organizational culture, goals, and challenges.
- Discovered organizational leadership needs.
Module 2: Craft a Leadership Vision and Select Key Leadership Competencies
- Craft the leadership vision statement to guide the leadership strategy.
- Select leadership competencies to reinforce desired leadership behavior.
Key Benefits Achieved
- Vision statement developed.
- Leadership competencies selected.
Create a leadership vision statement.
- Built leadership vision statement.
Review existing competencies to see if they are aligned with your leadership vision.
- Evaluated existing and new leadership competencies.
Develop new leadership competencies to achieve the leadership vision.
Select a list of key leadership competencies.
- Determined key leadership competencies.
Module 3: Prepare to Integrate Leadership Vision throughout the Organization
- Prepare HR and the organization for the leadership strategy.
- Build action plan for strategy introduction.
Key Benefits Achieved
- Action plan formed.
- Communication messages drafted.
Anticipate organizational barriers to achieving the leadership vision.
- Identified barriers to leadership strategy success.
Prioritize action items.
Build an action plan.
- Drafted action plan to integrate the leadership vision throughout the organization.
Determine key messages for communication.
- Built leadership strategy communications plan.