The success of leadership development programs hinges not just on the delivery of content but on the effective embedding and sustaining of those learnings within the organisation. Drawing from our experiences delivering with the Thriving Leaders Program into organisations, here are some strategies to ensure that the insights and skills gained continue to thrive long after the program ends.
Be Intentional in Key Moments
Intentionality is crucial. Understand what each situation demands of you and which tools are appropriate to use. Sharing your intentions with your team and practising regularly can make a significant difference. Find a trusted partner—whether a peer or your manager—to prepare for challenging moments. If you're leading other leaders, it's vital to model the expected behaviours and coach your team members to practice and embed their learnings.
Foster Open Conversations
Encourage ongoing conversations by asking questions such as "How have you applied your learnings?" and "What support do you need from me?" High-performing organisations have a robust learning culture, which involves identifying core business priorities where newly acquired skills can be applied. Using the models that you have learnt and practiced, find opportunities to implement the right conversations and initiatives within your team.
Build a Support Network
Identify a network of people within the organisation you can rely on for support during key challenges. Establish coaching circles to discuss and address leadership challenges and seek out mentors who can share their expertise and wisdom. Regularly connecting with accountability buddies or finding new ones each year, helps sustain momentum and commitment.
Leverage Accountability Buddies
The power of accountability buddies cannot be overstated. Studies show that sharing your goals with someone else increases your chances of achieving them by 65%, which rises to 95% with regular check-ins. Utilise accountability buddies for your leadership goals to use this powerful tool.
Create Mechanisms for Sustained Learning
Think about how to keep the learning alive and hold each other accountable for the commitments made. Development is ongoing and requires the support of peers and mentors. Share what you aim to achieve and your plans for maintaining these learnings within the organisation.
Reflect and Plan Forward
To ensure continuous improvement and embedding of learnings, consider the following questions as a team:
How have we embedded the learnings from the program?
What learnings have been effectively integrated?
What learnings are yet to be embedded?
How can we start embedding these moving forward?
Lessons Learned
From our experience delivering the Thriving Leaders Program into organisations, we’ve learned that sustained success requires more than just initial enthusiasm. It demands a structured approach, continuous practice, and a supportive environment. Organisations that excel in leadership development integrate these learnings into their daily operations, fostering a culture of continuous improvement and shared accountability.
In conclusion, sustaining leadership development beyond the program involves being intentional, fostering open conversations, building support networks, leveraging accountability, and creating mechanisms for ongoing learning. By reflecting on these strategies and lessons learned, organisations can ensure that the benefits of leadership development programs like Thriving Leaders continue to grow and make a lasting impact.
P.S. If you or leaders in your team are ready to manage effectively and build a high-performing team, here are some ways we can work together:
Join our next Thriving Leaders program cohort kicking off in February.
Host a Thriving Leaders workshop or program for your organisation.
Keynote on how to build a thriving team.
Read Thriving Leaders: Learn the Skills to Lead Confidently, you can purchase it here.
If you’d like to chat, please book some time in my calendar.
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