Leadership Development
Start with the end in mind… Brainard Strategy works with you to develop your “emerging leaders,” “developing leaders,” and “strategic leaders.”
Expected Outcomes:
- Enhance leadership courage and agility
- Increase each leaders ability and visible behaviors around your competencies
- Develop leaders’ knowledge and skills in applying key leadership and management tools
- Increase leaders’ abilities to develop and engage others in achieving compelling goals
- Increase leaders’ abilities in the areas of communication, teamwork, and support: down to their direct reports, across functions and within department
Objectives of Integrated Leadership Development:
- List the key characteristics of companies that were able to make the leap from good to great performance
- Describe the behaviors of leaders who have successfully transformed companies
- Create a “leadership pipeline”
Companies successfully leverage their human capital when they ensure the optimal utilization of leadership & management resources. Leverage is achieved when a company has:
- The right numbers and kinds of human talent
- With the right levels of skills
- In the right positions
- At the right time
Courageous & Agile
- Our customized and pragmatic approach to developing leaders is rooted in best practices and ultimately helps individual leaders to better implement, execute, and help their organizations “get things done”
- People who are agile are focused, flexible, facilitative, and fast; and they become agile through constant, focused learning from change experience“
Leaders are a key lever for change and for the successful execution of strategy; a leadership strategy should include the development of leaders at all levels.”
Our Leadership Point of View
- Leadership is evidenced and defined primarily through Industry awareness, organizational savvy, and interpersonal interactions
- Leaders are found at every level of the organization
- Leadership behavior is learnable
- Leadership behavior is expressed differently than management behavior
- Managers must demonstrate both management and leadership skill
- Leadership is dynamic and evolving
Business Outcomes
- Development is to be discussed (drives commitment, satisfaction, and retention)
- Organizational knowledge of talent (strengths and weaknesses)
- Strong Culture “brand” builder
- Agile organization
- More competence in more places throughout the enterprise
- Knowledge management and leverage based on internal promotion opportunities
Success Story
Challenge: A mid-size organization in the entertainment and gaming industry wanted to assess the strengths of its leadership team and determine whether the organizational leaders had the necessary competencies for their positions.
Action: Brainard Strategy administered three assessments measuring management acumen to the leadership team in an effort to identify the current strengths and areas of opportunity for each leader. A talent map was also created that painted a picture of the capabilities and development areas by level, function, and overall organization.
Result: Each member of the leadership team received feedback based on his or her individual reports and created a personal development plan. The talent map was used to compare those of high management acumen to those with low management acumen in an effort to see the overall core strengths and areas for improvement within their leadership team.
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