When it comes to leadership, the training industry has been broken for years.  You don’t train leaders you develop them, a subtle but important distinction lost on many.

Mike Myatt, Forbes “The #1 Reason Leadership Development Fails”

---

A successful leadership development strategy requires a long term approach and committed partnerships.

Carey will partner with your organisation to create effective leadership strategies that are customised to align with your organisation’s specific goals. Longitudinal programs (spanning 8-15 months) strongly emphasise building new skills and transferring these to real and measurable on-the-job changes.

Methodologies for Developing Leaders

Leadership development program methodologies are experiential in nature (learning through reflection and doing) and typically involve:

Self-directed learning with a focus on experience, reflection and improvement: participants are encouraged to take responsibility for their own development and are challenged to reflect on their current practice as leaders;

Emphasis on accountability and outcomes: participants are encouraged to demonstrate accountability for their development by providing evidence of their improvement and by quantifying the returns to your organisation of their improved leadership;

Development of individual leadership objectives: participants develop their own specific behaviourally based learning objectives and identify what they want to be able to do differently or better by the conclusion of the program;

In-role operational improvement projects: participants practice new leadership behaviours where they count – on-the-job and through real in-role projects;

Executive coaching: participants work with an experienced Executive Coach and focus specifically on practical strategies to realise their objectives; Click here for more information.

360º feedback: using online (or paper) based instruments – designed for your specific leadership framework;  Click here for more information.

Face-to-face workshops: workshop sessions that specifically target the objectives of the individuals and your organisation’s goals;

Self paced, experiential modules: a range of self-paced experiential modules that allow participants to seek out the content areas of most relevance to their learning objectives;

Peer learning partnerships: peer learning partnerships provide challenge and support for participants toward their respective objectives; and

Collaborative learning discussions: participants share responsibility to host and organise meetings of their cohort outside of scheduled program hours to share their learning stories.

For an example of an experiential leadership development program in action, see the case study below.

Case Study – Leadership Development

A large statutory body (2500+ employees) identified a critical need to develop the leadership skills of its middle managers. Partnering with the organisation’s leaders the consulting team developed a 12-month experiential leadership program designed to challenge 30 participants to identify their own leadership development needs and then to work on improving their skills in these areas over the course of the program.

The program methodologies included:

• self directed learning with a focus on experience, reflection and improvement;
• individual leadership objectives;
• in-role (operational improvement) projects;
• executive coaching; and
• a series of face-to-face workshops.

Read the full Case Study here.

Larger Projects

Carey supports larger projects via strategic partnerships – providing you with access to the expertise and toolkits of some of Queensland’s most effective consultants and coaches.  Click here for more information.