while all leaders have common leadership challenges, there are aspects of leadership unique to each leader level. developing leaders at all levels means approaching each leader level with respect to their current skills and the desired capabilities to ensure there are no gaps in development. often, the first steps are to identify the emerging leaders, increase self-awareness, build relational skills, and focus on evidence-based leadership skills to prepare for the shift from managing self to managing others in the future. these early-level leaders are becoming acquainted to the organizational leadership style and common language as they grow and form their leadership plan. as leaders rise to enterprise-wide executive roles, the complexity of what success looks like increases as well.
c-suite leaders are expected to strategically manage the business as a whole and/or specific business units, no longer just manage groups of leaders. bersin by deloitte found that on average the investment in development per level of leader varies from $8,204 for executives to $2,551 for first-level leaders. part of the impact that technology has on leadership development includes the personalization of leadership plans and development programs, allowing employees to choose from on-demand resources and activities geared toward leaders’ learning style, pace, interests, and goals. each level of leader will prefer different types of reinforcement, but technological options may help bridge the gap between the leader’s day-to-day actions and the skills and development gained in sessions. in order to develop leadership programs that lead to optimal results and a steady and ready pipeline of leaders it’s critical to think about your audience and the program purpose from the start. *according to bersin by deloitte, 2014: karen o’leonard and jennifer krider, leadership development investment increases 14 percent (oakland, calif.: bersin by deloitte, 2014).
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