Leadership Development

Do your managers lack the skills needed to translate the organization’s strategy at their level? Can they motivate and engage their teams into understanding and buying into the organization’s strategy? Are they aware of their role in understanding their people’s talents and developing them? You have set up a sound Strategy Execution process, balanced the 5 C’s into your Change Management approach, established a foolproof Program Management office, and yet, results are disappointing and slow. Leadership, or rather the lack of it, is the single most important hurdle to successfully turn a strategy into lasting results. Therefore, an indispensable element of your strategy execution program is a comprehensive effort in developing the leadership capabilities at all levels of your organization.

Our views on Leadership Development

According to a survey by Gallup, employee engagement is the single most important contributor to improving results:

Engagement in six basic steps

The key to foster that engagement is leadership. At the same time, leadership is the essential element to properly execute 
strategy. The necessary leadership skills encompass three elements:
  1. Giving meaning in a participative way: building conviction for a vision and translating that vision into goals and objectives and actionable plans in a participative way.
  2. Providing correct feedback on performance and behavior: construct a dashboardallowing employees to measure individual
and collective performance against mutually agreed goals and objectives; give feedback on
behaviors, skills and competences
  3. Offer assistance for competence development: evaluating how each employee can best contribute to the
collective goals based on his/her strengths and helping to develop these skills and competences to maximize each individual’s contribution.

Leadership Development programs

SC² Consultants has constructed a format allowing managers and leaders to develop their leadership skills around these elements to foster employee engagement and obtain sustainable results. This highly adaptable format, stretching over a period of 4 to 6 months, combines:  

  • A structured feedback on current leadership behavior to discover strengths and weaknesses of one’s personal leadership styles
  • Minimal class-room training around a few proven leadership tools and models
  • Apply these tools and models, respecting one’s personal style, on a practical and concrete project grafted on the organization’s strategy execution goals and objectives
  Execution of the personal project, with one’s team, follows a standard format that brings the leader/manager to use and apply all the required leadership skills while at the same time yielding fast business results.