As TomorrowToday we have the privilege to both design and participate in Leadership Development Programmes (LDPs) throughout the world. We work internationally with some of fineness business schools and blue-chip multi-nationals in this arena. We have seen a great deal: some of it excellent, a lot of it very poor. It is an area of significant spend for the client and there is a real need to get a worthwhile return on investment on your LDP.
Based on our observations and participation, here are six things, shared as a series, that you need to consider when it comes to designing or looking for a strategic partner in the delivery of your LDP:
Learning styles differ and development programmes need to incorporate a variety of methodologies and mediums to enhance the learning process. From reading to experiential; from formal to informal; from offline to online – there should be plenty on offer to both challenge and stimulate your learning in mediums that provide both variety and flexibility. The majority of current programmes generally lack imagination and play-it too safe for fear of poor ratings (that are normally done at the time of the module) or the fear of ‘upsetting’ the participants. More disruption is required if real learning is to take place.