Leadership Development

“It is always challenging to balance committing to building for the future while at the same time allocating sufficient resources to manage current operational needs.  Successful organizations are able to do both.”

"When leaders are developed within the context of the organization’s strategy, i.e., when the training and coaching they receive relates directly to their specific responsibilities for implementing strategic initiatives, then the strategy becomes a practical roadmap leaders successfully implement together.”

“Without the ability to influence employees in such a way that the leader actually changes employee behavior in a desired direction, the leader is ineffective. A simple leadership formula results: Right Ideas + Ability to Influence Others = Effective Results”

Putting Leadership Development in the Proper Context

Sometimes leadership development is erroneously thought of as a series of training programs that take key leaders away from the essential work of the organization to teach them theories that are rarely applied in any useful way. Not only is this not effective leadership development, it is not effective training.

For leadership development to work, it must be integrated with a number of other essential long-term and short-term business functions. Leadership Development and Succession Planning must work within the context of Organizational Development Strategy. Both need to be conducted within the key work of the organization in which the leadership is fully involved, and must address the key success factors identified by management

RI’s special niche

It is dangerous for a manager to work with someone who disagrees with him or her without the manager knowing about it for two reasons. 1) They could be right! And the manager might not know it until their boss knows, which is too late for the manager.  And 2) if they are wrong, and the manager does not know it, then the manager has no opportunity to influence them in the right direction.

RI’s special niche is to help executives, managers, and supervisors develop skills to reduce resistance to change and conflict.  Using confidential interviews, anonymous surveys, customized training, work and coaching sessions, RI consultants help leaders:

 

RI Articles and Resources