Yesterday’s leaders were characterized by a take-charge attitude, a high degree of control over employees, and knowing all the answers. This heroic management mindset creates an uninspired organization where employees fail to show initiative, take risks, or collaborate. Today, no one person can possibly have all the answers, and organizations need leaders who can develop team members, collaborate to create innovative approaches and outcomes, and adapt to changing needs.
Leading for Growth™ (LFG) challenges managers to rethink their role as leaders, shifting their mindset from that of “heroic manager” to “growth leader.” The program is structured on the core dimensions of growth leadership: building a collaborative culture, creating a shared vision, and adopting mutual influence.
Leading for Growth gives leaders the knowledge and skills to build a cohesive, shared-responsibility team with a common vision that guides strategy implementation. Leaders also develop an understanding of how to align their talented employees with their strategies. They learn how to eliminate behaviors that impede growth and ensure that differences are valued and disagreements are raised and effectively resolved.
Learning must be transferred to day-to-day work practices. To achieve this, Leading for Growth includes components and activities that enhance Participant Readiness, Learning Transfer, and Organizational Alignment.
Participant Readiness prepares leaders for the overall learning experience:
- Leading for Growth uses the Growth Leadership Inventory, a multi-rater instrument that provides insights for participants from the perspectives of their peers, managers, and those they lead
Learning Transfer design embeds practice and use of new skills. The learning can be flexibly delivered as a:
- Two-day face-to-face, application-oriented workshop
All can be delivered in modular format over non-consecutive days to allow application between sessions. This program can be taught by a Wilson Learning facilitator or by an organization’s own leader-trained in-house professional.
Organizational Alignment ensures the organization supports the use of the new skills:
- Post-learning reinforcement activities available for the leader
As a result of this integrated approach, participants will continue to apply the skills and tools learned long after the learning event is completed.
Enabling Improved Performance
Leading for Growth includes various performance application, reinforcement, and support tools, such as application exercises, job aid cards, electronic reinforcement tools, performance checklists, etc. These tools ensure that participants can hone newly acquired skills and behaviors upon returning to work.
To discover how we ensure learning is reinforced and applied for improved performance, read more about our Learning Journeys.
Follow-up measurement options are available, including an optional Growth Leadership Inventory, a research-based assessment instrument that measures three dimensions critical to Growth Leadership.
Wilson Learning will partner with your organization to measure the initial behavioral changes and business results. We will work with you to set up evaluation systems that help improve outcomes and sustain the momentum of your implementation.
To learn more about measuring the impact of learning, visit Measurement.