Leadership Development Program & Evaluation of Leadership Efforts

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Leadership Development Program &Evaluation Of Leadership Efforts

TEAM : SONU , MEGHANA, MAYANK , SOWMYAMANIK , VISHAL , DEEPAK , KAVYA , VIVEK .


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WHAT IS LEADERSHIPDEVELOPMENT ?

It refers to any ACTIVITY whichenhances the quality of LEADERSHIP within an individualor organization.


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5/19/12 Why LDP?

LDP focuses on personal growth , strategy

formulation , influence , motivation , persuasive communication and diversitymanagement.


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How LDP helps ?

A good personal leadership development program shouldenable you to develop a plan that helps you gain essentialleadership skills required for roles across a wide spectrumfrom a youth environment to the corporate world.These characteristics include:

Taking responsibility Gaining focus

Developing life purpose Starting action immediately Developing effective and achievable goals and dreams.


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5/19/12 eed for LEADERSHIP DEVELOPMENT

More challenging business climate Competition is global

Difficult to create high performingorganization

For knowledge workers Learn basic practices of leading


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5/19/12 FEEDBACK INTENSIVE

PROGRAMSA feed back intensive development program helps

leaders develop by seeing more clearly the patterns of behaviors, the reason for such behaviors and attitudes ontheir effectiveness. Such a program also help leaders or

potential leaders or find more constructive way of achieving their goals.


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5/19/12 FEEDBACK INTENSIVE

PROGRAMS Feedback Intensive programs combine and balancethree elements :

Assessment Challenge Support

In the program feedback comes from many sources likeinterviews , personality tests, leaderships tests etc.


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SKILL-BASEDPROGRAMS

Skill training in leadershipdevelopment involves acquiringabilities and techniques that can beconverted into action. The emphasis ison learning how to apply knowledge .


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Different Methods in Skill-BasedPrograms

Lecture Case Study

Role Play Behavioral Role Modeling Simulation


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Conceptual knowledgeprograms

v They can be learnt practically by thoughtful learning

and various experiments.

v It alerts the leader to information that will make a

difference in leadership.

v These programs are supplemented by experimentalactivities like role plays and case studies.


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Personal growth programsv These programs help in improving awareness and

identity, develops talents and potential, buildshuman capital .

v Enhances the quality of life and contribute to therealization of dreams and aspirations.


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5/19/12 Action Learning Programs

In the 1940s, Professor Revans coined the termAction Learning to describe an educational

method whereby the participants study their own actions and experiences in order toimprove performance.

Helps in solving organizational problems and italso helps in enhancing the interpersonal skills.


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Socialization programsv These programs help the individuals toacquire knowledge , language and socialskills.

v It is a practical and an interactive learningwhere in the individual learns by interactingwith formal and informal situations.


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COACHING ANDPSYCHOTHERAPY

Executive coaching is clearly a form of leadershipdevelopment as managers coached receive adviceand encouragement in relation to their leadershipskills.

v

e.g. - A coach might advice a leader that givingmore recognition for good performance wouldmake him/her a dynamic leader.


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5/19/12 Contd..

Psychotherapy might help, but positive changesare not always forthcoming and changes do nottake place quickly all the time.

Some of the bizarre behavior exhibited byexecutives which may be called as symptoms of

psychological problems are swearing or shoutingat subordinates and firing workers on own

judgment and preference.


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EVALUATION OFLEADERSHIP

DEVELOPMENT EFFORTS


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5/19/12 INTRODUCTION

The evaluation of training and development is acomprehensive topic that includes the design of experiments and the development of accurateoutcome measures.

Here we examine the traditional approach toevaluating training and development outcomeand on approach that is better adopted toleadership development.


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5/19/12 TRADITIONAL APPROACH

Approach to the evaluation of leadership

- training and development program wouldfirst specify the program objective, after training iscompleted measurement would be made of the extendto which there objectives are met.

Two sets of outcomes are especially relevant .


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5/19/12 DESIGNING LEADERSHIP

DEVELOPMENT EVALUATION

Purpose of evaluation Evaluation resources Methodological concept

1) Casual attribution2) Temporal precedence

3) Logical relationship b/w cause and effect

4) Empirical relationship b/w cause and


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5/19/12 PATHWAY MAPPING

In pathway mapping the staff and other stakeholders of a program examine and make

explicit their theories and assumptions abouthow the program work from start to finish.

A pathway map is a flow chart documentinghow program activities are believed to leadto result over time .


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5/19/12 USEFULLNESS OF PATHWAYS

Provide useful structure for evaluation process

It can be valuable tool for program staff andadministration

Can be used for program planning ,management and development purpose.

it help in presenting and explaining programwho are not familiar with them.


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5/19/12 WHAT IS EVALUED?

It is a framework for marrying leadershipdevelopment activities with systemic result

beyond those immediately obtained with program participants.


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CONCLUSION

Efficiency of Leaders. Morale of Leaders. Identify Weaknesses or Mistakes and

rectify it. Cog in the wheel of an organization.


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THANK YOU

Documents

Leadership Development Program & Evaluation of Leadership Efforts