Managers are promoted for competence and then judged on executive leadership development, which nobody trained them for. Teams read what their leaders tolerate on this strand of organisational leadership far more accurately than what their leaders announce. The content is relevant to those who own the wider organisational leadership agenda and to those who are held accountable for its results. The difficulty is not agreeing that executive leadership development matters — it is deciding what to stop doing to make room for it. They leave able to brief senior management on the organisational leadership capability in terms that support a decision. Each session closes with a decision the participant must justify about this area of organisational leadership in their own setting. Comparative studies of executive leadership development across sectors find the same handful of failure points recurring. The course covers the organisational leadership capability at the level of detail needed to act, and stops there. Work concludes with a self-assessment of the wider organisational leadership agenda that participants can repeat annually.
Expected Learning Outcomes
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Establish what evidence would demonstrate that executive leadership development is under control.
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Resolve conflict about executive leadership development without leaving residue.
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Design a training and briefing approach that sustains competence in executive leadership development.
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Set direction on executive leadership development that people can act on without further interpretation.
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Apply a repeatable review cycle to executive leadership development and act on what it produces.
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Build the trust that makes candid feedback about executive leadership development possible.
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Read the informal dynamics that determine whether executive leadership development actually moves.
Who Should Attend
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Founders and owner-managers formalising executive leadership development as the organisation grows.
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Consultants coaching leadership teams on executive leadership development.
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Members of committees that take decisions affecting executive leadership development.
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Team leaders and supervisors who put executive leadership development into practice day to day.
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Public sector managers applying executive leadership development within institutional constraints.
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Executives leading multi-function programmes involving executive leadership development.
