By Chally Kacelnik
Aligning leadership development with organisational goals is crucial so that training programs not only enhance individual skills, but also drive the organisation forward. At LKS Quaero, we emphasise the importance of integrating leadership development initiatives with the broader objectives, policies, and procedures of our clients’ organisations.
Understanding Organisational Goals
The first step in aligning leadership development with organisational goals is a clear articulation of the organisation’s vision, mission, and strategic priorities. Leaders must be aware of the long-term objectives and the specific challenges and opportunities that lie ahead. This understanding forms the foundation for designing development programs that are relevant and have the intended impact.
Tailoring Development Programs
Once the organisational goals are clearly defined, our leadership development programs can be tailored to support these objectives. This means focusing on the skills and competencies that are most critical to achieving the organisation’s goals. For example, if innovation is a strategic priority, development programs should include training on creative thinking and problem-solving – with options to undertake this as an accredited unit of competency towards a qualification. By aligning the content of development programs with the strategic needs of the organisation, leaders are better equipped to contribute effectively.
Integrating Development into Daily Work
Effective leadership development should not be seen as a separate activity, but rather as an integral part of daily work. Programs that are closely tied to real-world tasks and challenges are more likely to be embraced by leaders, especially as the impact can be seen as the program is undertaken. This approach ensures that learning is immediately applicable, reinforcing the connection between development efforts and organisational outcomes. Leaders can practice new skills in the context of their work, leading to more meaningful and lasting improvements. We design program tasks so this happens in real time.
Measuring Impact
To ensure that leadership development programs are driving organisational goals, it is essential to measure their impact. This involves tracking key measures related to both individual and cohort performance. Feedback from participants, as well as their teams, can provide valuable insights into the effectiveness of the programs. We track this at the start and end of programs using our time capsule tool. Regularly reviewing and adjusting the programs based on this feedback helps to maintain alignment with our clients’ organisational goals.
Fostering a Culture of Continuous Improvement
Aligning leadership development with organisational goals also requires fostering a culture of continuous improvement. Leaders should be encouraged to seek out development opportunities and to apply their learning to drive organisational success. This culture of continuous learning helps to keep the organisation responsive to changing needs and priorities. To this end, we run an alumni group, a community of practice where we help past program participants to continue their learning.
At LKS Quaero, we work with organisations to design and implement leadership development programs that are closely aligned with their strategic goals alongside our models, tools, and theory base. By integrating development efforts with the organisation’s mission and objectives, we help leaders to drive meaningful and sustainable change.
At LKS Quaero, we set organisations up for success with the right training. For more information, visit us at lksquaero.com or follow us on LinkedIn and Facebook.
