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Module 3 Assignment
It is estimated that over $150 billion is spent in the U.S. annually on leadership
development. Yet some argue that most of that money is wasted. What are three to five key
elements needed in a strong, successful leadership development program—and why?
Clear Objectives and Alignment
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A leadership development program's success depends on having clear objectives. In order
to ensure that these goals are in line with the broader strategic objectives of the organization,
these objectives include setting specific, quantifiable targets that the program intends to attain
(Moldoveanu, M., & Narayandas, 2019). In the event that an organization is concentrating on
growing into new markets, for instance, the program may aim to cultivate leaders who are
exceptional in both strategic thinking and the management of cross-cultural relationships
(Huang, 2023). As a result of this alignment, the program will be meaningful and targeted, which
is a crucial aspect. It is helpful in properly allocating resources, ensuring that time, effort, and
financial investment are focused toward areas that have the potential to have the greatest impact.
Furthermore, when objectives are clearly specified, they give a framework for assessing the
success of the program. This framework enables modifications to be made depending on whether
or not the expected outcomes, such as increased team performance or greater leadership
capabilities, are being realized (Moldoveanu & Narayandas, 2019).
Customized and Relevant Content
A great leadership development program must also include relevant and customized
information. The specific requirements, difficulties, and goals of the organization and its leaders
are taken into consideration while tailoring training materials and experiences (Fletcher, 2023).
Case studies from the company's industry, scenarios that represent the organization's strategic
aims, or skills that address existing gaps within the team are some examples of what may be
included in the program (Fletcher, 2023). The participants are more likely to engage with
knowledge that directly refers to their jobs and responsibilities when the learning experience is
customized. This guarantees that the learning experience is both practical and engaging.
Participants are able to produce practical solutions and strategies for the organization that can be
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instantly utilized in their work environment by concentrating on specific difficulties or
challenges that the organization is facing. As a result of this relevance, not only is engagement
increased, but also the chance of successful implementation and measurable gains in leadership
performance are increased.
Ongoing Support and Feedback
A great leadership development program must also include relevant and customized
information. The specific needs, challenges, and goals of the organization and its leaders are
taken into consideration while tailoring training materials and experiences (Kjellstrom et al.,
2020). Case studies from the company's industry, scenarios that represent the organization's
strategic aims, or skills that address existing gaps within the team are some examples of what
may be included in the program (Fontein, 2022). The participants are more likely to engage with
knowledge that directly refers to their roles and responsibilities when the learning experience is
customized. This guarantees that the learning experience is both practical and engaging.
Participants are able to produce practical solutions and strategies for the organization that can be
instantly utilized in their work environment by concentrating on specific difficulties or
challenges that the organization is facing. As a result of this relevance, not only is engagement
increased, but also the chance of successful implementation and measurable gains in leadership
performance are increased.
References
Edwards, M., Sinclair, A., Holmes, J., Mackay, S., & Carter, A. A. (2021). The impact and
effectiveness of leadership development activities for senior leaders. Employment-
studies.co.uk. https://www.employment-studies.co.uk/system/files/resources/files/
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NLC_Rapid_Evidence_Assessment_-
_The_impact_and_effectiveness_of_leadership_development_activities_for_senior_leade
rs__1__0.pdf
Fletcher, A. (2023, July 20). Leadership development: how to grow strong leaders. Fitzgerald
Human Resources. https://www.fitzgeraldhr.co.uk/leadership-development
Fontein, D. (2022, July 14). Feedback culture: What it is and how to build it. ThoughtExchange.
https://thoughtexchange.com/blog/feedback-culture/
Huang, Liangwei. (2023). Leadership Enhancement in Cross-Cultural Management - From the
Cultural Dimension. Communications in Humanities Research. 23. 70-74.
10.54254/2753-7064/23/20230717.
Kjellström, S., Stålne, K., & Törnblom, O. (2020). Six ways of understanding leadership
development: An exploration of increasing complexity. Leadership, 16(4), 434-460.
https://doi.org/10.1177/1742715020926731
Moldoveanu, M., & Narayandas, D. (2019, March 1). The future of leadership
development. Harvard Business Review. https://hbr.org/2019/03/the-future-of-leadership-
development
