Leadership Development Program
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- Proactively develop successors for company and/or department managers
- Optimize the performance of current leaders
- Improve your company’s bench strength
- Develop high-potential employees
- Retain high-performing employees by showing your commitment to their development
The Spader Leadership Development Program (LDP) increases the performance of your organization’s “starters” and will also strengthen the depth of your “bench.” Participants will reach new levels of performance as they are continuously challenged to develop new capabilities over the course of 18-to-24 months.
The performance-focused sessions will send participants back to work to implement their new knowledge with a specific improvement project before returning for the next session a few months later. Each subsequent session reinforces prior learning and adds another level of depth. During the final session, participants will give a presentation of their results.
Three Types of LDP
Open: These programs are open to all who wish to participate. They utilize a proven curriculum and participants benefit from working with leaders and managers from other industries and positions.
Shared: This option allows companies to partner with one or two other businesses in their geographic area, usually from the same industry. This allows some customization as you select session dates and locations that work for your companies. LDP trainers travel to your selected location(s).
Private: This option is designed for companies with at least ten participants who want to have a leadership development program customized to their needs. It enables senior leaders to learn and mentor younger leaders throughout the sessions. We often create two or three teams to work on company projects with the sponsorship of a senior leader guiding each team.
Leaders vs. Managers
Much has been written about the difference between a “leader” and a “manager.” Our research and experience indicate that less than five percent of people are both good managers and good leaders. Therefore, the difference is important to understand because certain situations and positions require more of one than of the other. Most people in roles of authority and influence need to demonstrate both at certain times depending on the needs of their organization, even though most people are not skilled at both.
In his book, Stepping Stones to Success, Dr. Michael O’Connor explains, “The effective leader’s greatest contribution is to the growth of the organization, while the effective manager’s most essential contribution is to its survival and stability. The leader role requires a focus on strategic exploration and development, while the managerial role calls for optimizing the tactical implementation of adopted organizational strategies to make sure they succeed.”
In Leadership Development, the curriculum focuses on developing both leadership and management capabilities. Both are necessary in every organization, and those in key positions should possess capabilities in both areas. At a minimum, people in key positions need awareness of both in order to create the balance necessary in their organizations.