Leadership development Program

Leadership and Leadership Development

Leadership: The art of motivating people to act towards achieving a common goal.

Leadership Development: Expand the collective capacity of organizational members to engage effectively in leadership roles and processes.

Objectives of LDP

Acquire an in-depth understanding of core business functions and build foundational skills to integrate these functions across the organization. Examine new techniques and technologies for driving results throughout the company, even in a downturn. Formulate a holistic approach to identifying problems, formulating solutions, and adapting to change. Build strategic skills for effective decision making and implementation. Expand their capacity to lead cross-functional initiatives and corporate projects amid challenging global markets. Develop a personal leadership philosophy that reflects greater knowledge, capabilities, and confidence.

Leadership Development
Five Steps to Leadership Development: 1. Have a model of leadership 2. Get some feedback relative to that model 3. Evaluate the feedback you receive 4. Make a plan 5. Work the plan

Leadership Development Core Concepts

Continuous developmental life cycle from employee to executive

Various developmental tools (classroom and electronic education, developmental assignments, a coaching/ mentoring, businessrelated challenges, and leadership simulations).

Addresses six competencies deemed important at each leadership level:1) Adaptability 2) Communication 3) Decisiveness 4) Integrity/Honesty 5) Motivation 6) Strategic Thinking

Types of LDP

Frontline Leadership Development Program (FLDP) Senior Manager Development Program (SMDP) Executive Development Program (XD) Candidate Development Program (CDP)

Frontline Leadership Development Program (FLDP)

A developmental program and is not a promotional opportunity Selected through a competitive process Program participants will complete: A series of projects and developmental assignments A skills assessment An individualized Leadership Development Plan Classroom and self-directed learning activities

Senior Manager Development Program (SMDP)

Is an internal developmental program and is not a promotional opportunity Must be current Frontline or Departmental managers and rated fully successful on last performance evaluation The program provides: A series of individual or group developmental projects and assignments Multiple workshops spread over several months Individual skills assessment Classroom and self-directed learning activities

Executive Development Program (XD)

The program: seeks to identify and develop top-level employees and managers combines training programs offers group coaching and developmental assignments is specifically focused on the Executive Core Qualifications (ECQs) may require travel or temporary residence outside of post of duty
The selection process: is highly competitive includes a formal application process requires endorsement by the business unit involves an assessment through a panel interview

Candidate Development

Program (CDP)

The program: Seeks to identify a career executive corps from within or outside the Federal Government Consists of formal training - Executive Development Program (XD) Involves mandatory developmental assignments Requires partnering with an SES mentor The selection process: Vacancies are announced Selections are made using merit staffing procedures Includes a formal application process Involves a tiered interview assessment

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Leadership Challenges and Strategies

Leadership Challenges Strategies/Skills Methods/Tools Motivating Commitment Self and organizational awareness, personal mission, values and vision MBTI, CPI, Emotional Intelligence, 360 feedback, SYMLOG Group Assessment, Group Management Observation, personal learning and action plans, project assignments, executive coaching Scenario development, case studies, open space technology, left-hand column exercise, decision therapy, role practice Future search conference, strategic planning, Values-clarification and alignment

Communicating across roles and cultures

Giving and receiving feedback, dialogue (inquiry/advocacy), building relationships & trust, managing diversity, managing conflict Strategic planning & visioning, culture development, team design

Establishing shared values and goals

Coordinating across disciplines and functions

Planning & facilitating meetings, developing group dynamics, building sponsorship & teams, group problem solving & decision making
Dealing with resistance to change and building support systems, project management

Organizational simulation, action research/learning, group problem solving and decision making tools
Action research/learning, organization development, organizational roles, and project assignments

Creating change for continuous improvement

Developing accountability

Performance measurement & management, organization design, coaching, and conflict resolution

Balanced scorecard, coaching-by-type, interest-based negotiation

Leadership Development Components

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Vision Creating change for continuous improvement

Management Set goals and focus resources

Leadership Development Components

Empowerment Select and develop subordinates Diplomacy Forge coalitions Feedback Observe, listen, share information Entrepreneurialism Find future opportunities

Program Benefits
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Availability of one-on-one coaching or personal development for any participants in need of extra support.

Increase the leadership bench strength, your organization will need to continue its success in the future.

Contd..
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Develop strong learning teams (functional or crossfunctional team building) for companies that choose to send a learning team. Give your next generation of leaders the skills they need to help prepare your company for the challenges that lie ahead.

Areas where LDP play a role

Academic Leadership Development program(ALDP) IITs, XLRIs, IIMs conducts such program Organization sector Companies like GE, Reliance, TATA Group Defense Leadership Development program Army, Navy Business Leadership Development program Entrepreneurial development Program

Political Leadership Development program

Defense Leadership Model

Defense espouses a philosophy of gaining results through people, and also of being a values-based organization.

Values-based behavior is about individuals at all levels being prepared to accept responsibility & accountability for their actions and to think clearly about the consequences of their actions for Defense.

VALUES PERFORMANCE PRINCIPLES LEADERSHIP CAPABILITIES LEADERSHIP BEHAVIOURS

DLF CAPABILITY AREAS

The Defense Leadership Framework (DLF) systematically identifies the leadership capabilities & behaviors expected at all levels in Defense.

Outcomes

It provides a generic set of proficiencies that may be worked out with Group/Service requirements. It is flexible and adaptable allowing Groups/Services to build upon and modify the framework to meet their specific requirements. It provides a link to development and assessment opportunities to allow skilling. It provides guidance to supervisors and employees in relation to staff management and performance.

Top companies with LDP

Giant Impact Inc The Ken Blanchard Companies Goodstone Group Tom Peters Company Robbins Research International, Inc.

Corporate companies in india

Tata Group General Electric IBM Reliance Industries Ltd. Adani power Ltd. Larson & Turbo Infosys

IBM HRLDP

TATA GROUP TATA GROUP

April 14, 2012

Indias Best Known and Most Respected Business House

Diverse Business in 7 Sectors

Revenues Equivalent to 2.7% of Indias GDP

Largest Employer in the Private Sector International Income 30% of Group Revenue
Products and Services Exported Operations in Over 80

to 85 Countries

Countries
$27.5 bn $ 3.8 bn

Group revenue FY 2006: Group Profit FY 2006 :

Individual Development Profile

Personal Details: Age, Education

Work & Career Details

IDP

Development Plan

Performance Data

How Does Development take place?

10 %
20 % 70 %

Training Courses Interaction with People

Coaching, Mentoring, Experts, Colleagues

Challenging Jobs

Tata Leadership Development Programme

TGSLS Level C+

TGELS Level D and C

TGYLS Level F and E

Secret sounds of the forest

A wise king set out to teach his son, the Crown Prince, the wisdom necessary to become a great ruler. He decided to send him to a forest for a year and asked him to describe sounds of forest on his return The prince spent a year listening to all the sounds he could hear and returned to his father, What he heard

Leaves rustling in the wind Leaves falling to the earth Birds surging Bees buzzing Small & large animals coming and going

The king was not pleased.. He asked him to go back to the forest and listen more and come back

Secret sounds of the forest

This time the Prince went back and sat beside huge trees pondering his apparent lack of understanding. After several days and nights, the prince began to sense a strange awareness. He returned to his father and reported what he had heard..

The leaves of the trees awakening in the morning dew The sound of woodland flower opening and closing The clamor of earth as it bared itself to the warming rays of noonday sun The heartbeats of a thousand animals and birds

His father was pleased and said My son to hear the unhearable is one of the discipline for being a great leader

Leadership development is not just about the process or practice; but it is about reflections and experiences

Learning to Learn from Experience Action-Observation-Reflection Model

Action/Experience What did you do?

Reflection How do you feel/think about it now?

Observation/Feedback What happened?

THANK U.