Developing Leaders

Page No. 10 to 15 Vinod V.Nair Roll No. 2930 MBA SEM-6 (Evening) B.K.School of Business Management, Gujarat University.

Planning for Development

Planning process should must consider the feature of organizational context which defines effective leadership in a given setting. Leadership need not be kept in mind alongwith individual difference when crafting personalized plans.

Planning for Development

Important aspects to be kept in mind while planning for an organizations development:Strategy, Capabilities & Competencies. Organizational context. Individual differences. Selecting developmental experiences.

Strategy, Capabilities & Competencies

A strategy helps Manager knows : In what market the organization should serve and compete? How is it positioned relative to its competitors? How should it protect the firms distinctive advantages?

Strategy, Capabilities & Competencies

Next step is to translate the strategy into a list of organizational capabilities: Steps taken to execute the organizational strategies successfully. To ensure that the task are done systematically so that the strategic goal is achieved by the firm.

Strategy, Capabilities & Competencies

Next step includes identifying the competencies or skills that will be required of future leaders: Interpersonal skills:- For critical tasks like communication, negotiation, promoting innovation & conflict management Technical skills:- To support critical task of the organization like financial analysis, sales experience & market knowledge.

Organizational Context
When designing leadership program it is important to consider the organizational context like The people. The systems. The culture. The formal structure of the organization.

Organizational Context
People
(i) What skills and experience does the people of the organization have? (ii) How experienced are the staff in providing feedback and coaching?

Systems
(i) How is the peoples performance measured? (ii) Who is to be rewarded & how?

Organizational Context
Culture (i) What are the shared norms & values? (ii) Who has power in the organization? Structure of the organization (i) What are the formal reporting relationships? (ii) Who has authority?

Individual Differences
What leadership competencies does the individual currently possess? i.e. skills Which competencies are weak or absent? i.e. deficiency What does the individual value about their work (monetary rewards, challenge, recognition, social connection)? i.e. personality What motivates them? i.e. Work orientation

Selecting Developmental Experiences

Next step includes the selection of the developmental experiences based on assessment of staff capability & the amount of support & challenge the staff can undertake. Some of the effective integrated development experiences include:Feedback. Training. Job assignments. Mentoring.