Sunday, January 4, 2015

Why Leadership-development programs fail

Failing to measure results
Organizations often do not have evidence to quantify the value of their investment. When businesses fail to track and measure changes in leadership performance over time, they increase the odds that improvement initiatives won’t be taken seriously.

One approach at Strong Message Business consultancy is to assess the extent of behavioral change, through a 360 degree–feedback exercise at the beginning of a program and followed by another one after 6 to 12 months. Leaders can also use these tools to demonstrate their own commitment to real change for themselves and the organization.
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Breadth of Vision

Customer Championing


Customer Care

Overall Direction and Strategic Focus

Customer Needs


Customer Service Excellence


Catalyst for Change


Change effectiveness

Business Acumen

Job security

Alignment and integration (Processes, Structures and Practices)

Organisational Health



Business Unit Efficiency

Transformation and Change Management

Culture Audit

Making Difficult Decisions

Improving Performance

Ethics and Fairness

Managerial Practices

Problem solving

Operational Planning

Drive for Results

Power of Analysis

Assessing Leadership Skill

Competitor Analysis

Effective Performance Management systems

Core Competencies

Sales Forces Analysis

Organisational Effectiveness

Service Management

Creative Innovation


Industrial Relations Climate

Making Conflict Work

Productivity and Excellence


Viruses in the workplace

Emotionally Intelligence

Open Communication

Empowerment and Participation

Appreciation and Recognition

Leadership Effectiveness

Attitude about your Job

Personal Motivators

 Clear Communication

Working conditions and relations

Employee Relations

Building Team Success


Commitment, Loyalty and Morale

Work attitudes and climate

Job satisfaction and Engagement

Coaching and Developing others

People Management Competencies and Effectiveness

Career Planning and Development

Quality of Managerial Style

Coaching and Mentorship

Supervisory Practices and Effectiveness

Learning Organization

Team effectiveness, realignment, development needs, roles, support

Lifestyle and Derailment

Role clarity and Job Profile

Self-management Practices

Stress management and Sources of Stress


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