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Support Your Leadership Investment With Development Resources

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Continue to Sustain Learning After The Leadership Challenge® with Communications and Coaching

Leadership initiatives have a greater chance of success when they are supported internally through executive involvement, communication, and peer advocacy.

Part two of our The Leadership Challenge® reinforcement series includes more no-cost reinforcement options—but this time based on things you can do internally. Although these tips focus on reinforcing The Leadership Challenge®, the suggested practices can reinforce any type of leadership development program.

Here are 7 no-cost internal practices to sustain the learning and create lasting organizational impact with The Leadership Challenge®. (To review part 1 of the series click here, or continue reading the series with part 3 and part 4.)


PART 2: NO-COST Internal RESOURCES FOR REINFORCEMENT

(ONE)  Leverage Peer Coaching and Accountability Partners

Encourage workshop participants to find an accountability partner and schedule regular conversations to keep their leadership practices alive. Ask them to commit to connect with their partners two to three times following the workshop to share issues and help each other work through challenges.

Why use these resources?

These engagements help create a culture of accountability, build strong cross-functional relationships, and increase knowledge sharing.

 

(TWO) Incorporate The Leadership Challenge® Language into Communications

Highlight quotes or other leadership messages from The Leadership Challenge® in your regular internal communications.

Why use these resources?

This creates a common leadership language throughout your organization and can reinforce shared values across teams. This can help foster a culture of learning and improvement.

 

(THREE) Schedule Lunch & Learns

Leverage internal champions as group facilitators for hour-long lunch-and-learns. These sessions can be focused on connecting the LPI® behaviors to workplace goals and challenges.

Why use these resources?

Lunch and learns are an easy opportunity to continue learning. They help set aside a time to foster learning and growth, while building community.

 

(FOUR) Celebrate and Recognize Program Graduates

Look for opportunities to celebrate the program graduates by listing those who graduated on the organization’s intranet or other communications tools. Highlight a leader by telling his or her story and how he or she is applying what he or she learned back on the job.

Why use these resources?

Celebrating a leaders’ success helps reinforce their behavior. It provides an opportunity to recognize that they are making strides with their action plans and encourages them to keep moving forward.

 

(FIVE) Create Action Learning Projects to Discuss Business Challenges

Ask participants to work in small groups to identify a current challenge/opportunity for change at the organization and identify small wins for each of the issues.

Why use these resources?

This exercise in leadership will provide insight into how participants are modeling the key messages discussed in The Leadership Challenge® Workshop. This activity allows participants to apply the Five Practices of Exemplary Leadership® to a current business issue at the organization.

 

(SIX) Utilize Program Graduates as Mentors or Presenters

Ask program graduates to come back and share their leadership vision or values with a future group of participants. This can bring the content to life and make the activities relevant in the content of the organization.

Why use this resource?

What better way to reinforce concepts than by having program graduates mentor and advise current participants? It provides an opportunity for the graduates to re-engage with the material, but also apply it in a real world context as they mentor current participants.

 

(SEVEN) Create Ongoing The Leadership Challenge® Development Plans

Provide an action planning template to participants to document their progress. This can be converted into a survey link as well, where you can collect the areas of focus for all program participants.

Why use this resource?

A development plan not only helps participants stay accountable to the goals they committed to during the workshop, but it can also be helpful in determining other development needs your participants may have.

Leadership development is an investment; our goal is to help you maximize the return. If you liked this post, you can continue reading the series with part 3 and part 4, or review part 1 of the series here.


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Krista Skidmore

Krista Skidmore , Esq., Partner and Cofounder of FlashPoint, is passionate about all things leadership. She leads the FlashPoint consulting team to ensure they deliver results to clients with intelligence and integrity. 

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