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Leadership Development

Leadership is a broad term that is often mentioned in the same breath as “high-performing teams,” “personal leadership,” “future leadership,” or “developing a leadership framework.”  Organizations worldwide are increasingly recognizing the importance of engaging and empowering their leaders to help shape or realize their successful future. Nonetheless, striking the right chord can be challenging at times!
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Leadership is a broad term that is often mentioned in the same breath as “high-performing teams,” “personal leadership,” “future leadership,” or “developing a leadership framework.”  Organizations worldwide are increasingly recognizing the importance of engaging and empowering their leaders to help shape or realize their successful future. Nonetheless, striking the right chord can be challenging at times!
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The biggest challenges of Leadership Development

We conducted a survey among 40 learning-and-development managers and HR decision-makers and found that the three greatest challenges leadership development faces are change management, coaching leadership, and having the “good conversation.”

So, what makes establishing an effective leadership-and-development program so challenging? 

Part of the challenge is that there is no ready-made formula that works for all organizations. This is because leadership is not only affected by the competencies, mindset, and development potential of the leaders in question, but also by the organizational culture and the impact of an organizational change.

How do we do what we do?

With guiding questions such as, “How do we prepare our leaders for the challenges of tomorrow?”, “What role does leadership play in relation to organizational change?”, and “What ingredients characterize an effective leadership program?” central to everything we do, we help wide-ranging organizations develop leadership within their organization.

The following four steps are key when it comes to leadership development: 

  1. Pay attention to the leaders within the organization and bring them together (since they play an important role within the organization).
  2. Develop a clear understanding of the organization’s ambitions and how good leadership can contribute to achieving them.
  3. Talk to the leaders about their (development) needs and establish clear starting points or themes of focus.
  4. Determine the ingredients required for an appropriate leadership or team-training program. (In doing so, make sure to align with the ambitions of the organization, the needs and development options available to the participants, and other development program already running within the organization.)

Of course, we can offer our fresh perspective and input and apply our breadth of experience and expertise in the design, management, facilitation, communication, and positioning of leadership-development programs to help create your organization’s future leaders.

'Leadership development' in practice

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