2. Engage all stakeholders


Leadership development training should involve all stakeholders; the client, their boss, and human resources. Stakeholders should work together to identify the ex- ecutive’s learning objectives. Coaching for leadership development improves the ex- ecutive’s coping mechanisms, communication style, working alliances and problem solving; these improvements benefit the executive and the organization, and alone are worth the investment. In a collaborative relationship, the stakeholders know the organization’s challenges and develop a flexible plan of action to address them.


3. No surprises. Determine cost and budget upfront


The human resources department should research the cost of leadership develop- ment training and the best programs available to meet the needs of the leaders and the organization. Should it be group training, one-on-one executive coaching or a combination of both, collectively the stakeholders should prepare a budget upfront for what they want to accomplish and how and when they are going to pay for it.


4. 360-degree feedback


Provide those tapped for leadership with a 360 degree feedback evaluation. Survey data is collected from the client and stakeholders. This feedback gives an objective assessment of how others view the candidates’ behavior and how that behavior im- pacts the organization. Patterns of behavior that negatively impact behavior and per- formance goals emerge. It shows their weaknesses and strengths. Sherman and Freas stated, “It is remarkable how many smart, highly motivated, and apparently re- sponsible people rarely pause to contemplate their own behavior.” The survey also


54 Kalon Women Magazine May 2012


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60