Leadership Development Programm-prince Dudhatra

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Leadership development Program



Leadership and Leadership

Development

Leadership: The art of motivating people to act towardsachieving a common goal.

Leadership Development: Expand the collective capacityof organizational members to engage effectively inleadership roles and processes.



Objectives of LDP

Acquire an in-depth understanding of core business functionsand build foundational skills to integrate these functionsacross the organization.

Examine new techniques and technologies for driving results

throughout the company, even in a downturn. Formulate a holistic approach to identifying problems,

formulating solutions, and adapting to change.

Build strategic skills for effective decision making and

implementation. Expand their capacity to lead cross-functional initiatives and

corporate projects amid challenging global markets.

Develop a personal leadership philosophy that reflects greaterknowledge, capabilities, and confidence.



Leadership Development

Five Steps to Leadership Development:

1. Have a model of leadership

2. Get some feedback relative to that model3. Evaluate the feedback you receive

4. Make a plan

5. Work the plan



Leadership DevelopmentCore Concepts

Continuous developmental life cycle from employee to executive

Various developmental tools (classroom and electronic education,

developmental assignments, a coaching/ mentoring, business-related challenges, and leadership simulations).

Addresses six competencies deemed important at each leadershiplevel:1) Adaptability 2) Communication 3) Decisiveness

4) Integrity/Honesty 5) Motivation 6) Strategic Thinking



Types of LDP

Frontline Leadership Development Program(FLDP)

Senior Manager Development Program

(SMDP)

Executive Development Program (XD)

Candidate Development Program (CDP)





Senior Manager DevelopmentProgram (SMDP)

Is an internal developmental program and

is not a promotional opportunity

Must be current Frontline or Departmental managers and rated

“fully successful” on last performance evaluation

The program provides:

A series of individual or group developmental projects andassignments

Multiple workshops spread over several months

Individual skills assessment

Classroom and self-directed learning activities



Executive DevelopmentProgram (XD)

The program:

seeks to identify and develop top-level employees and managers

combines training programs

offers group coaching and developmental assignments

is specifically focused on the Executive Core Qualifications (ECQ’s)

may require travel or temporary residence outside of post of duty

The selection process:

is highly competitive

includes a formal application process

requires endorsement by the business unit

involves an assessment through a panel interview



Candidate Development

Program (CDP)

The program: Seeks to identify a career executive corps from within or outside

the Federal Government Consists of formal training - Executive Development Program

(XD)

Involves mandatory developmental assignments

Requires partnering with an SES mentor

The selection process: Vacancies are announced

Selections are made using merit staffing procedures

Includes a formal application process

Involves a tiered interview assessment



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Leadership Challenges and StrategiesLeadership Challenges Strategies/Skills Methods/Tools

Motivating Commitment Self and organizational awareness,personal mission, values and vision

MBTI, CPI, Emotional Intelligence, 360feedback, SYMLOG Group

Assessment, Group ManagementObservation, personal learning andaction plans, project assignments,executive coaching

Communicating across roles andcultures

Giving and receiving feedback,dialogue (inquiry/advocacy), buildingrelationships & trust, managingdiversity, managing conflict

Scenario development, case studies,open space technology, left-handcolumn exercise, decision therapy, rolepractice

Establishing shared values andgoals

Strategic planning & visioning, culturedevelopment, team design

Future search conference, strategicplanning, Values-clarificationand alignment

Coordinating across disciplines andfunctions

Planning & facilitating meetings,developing group dynamics, buildingsponsorship & teams, group problemsolving & decision making

Organizational simulation, actionresearch/learning, group problemsolving and decision making tools

Creating change for continuousimprovement

Dealing with resistance to change andbuilding support systems, projectmanagement

Action research/learning, organizationdevelopment, organizational roles, andproject assignments

Developing accountability Performance measurement &management, organization design,

coaching, and conflict resolution

Balanced scorecard, coaching-by-type,interest-based negotiation



Leadership Development Components

Vision –

Management –

Set goals and focus resources

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Creating change for continuousimprovement



Empowerment –

Select and develop subordinates

Diplomacy –

Forge coalitions

Feedback –

Observe, listen, share information

Entrepreneurialism –

Find future opportunities

Leadership Development Components



Program Benefits

Availability of one-on-one coaching or personaldevelopment for any participants in need of extrasupport.

Increase the leadership bench strength, yourorganization will need to continue its success in the

future.

16



Contd..

Develop strong learning teams (functional or cross-functional team building) for companies that choose to

send a learning team.

Give your next generation of leaders the skills they needto help prepare your company for the challenges that lie

ahead.

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Areas where LDP play a role

Academic Leadership Development program(ALDP) IITs, XLRIs, IIMs conducts such program

Organization sector

Companies like GE, Reliance, TATA Group

Defense Leadership Development program

Army, Navy

Business Leadership Development program

Entrepreneurial development Program

Political Leadership Development program



Defense Leadership Model

LEADERSHIP BEHAVIOURS

LEADERSHIP CAPABILITIES

PERFORMANCE PRINCIPLES

VALUES

•Defense espouses a philosophy of gaining results throughpeople, and also of being a values-based organization.

•Values-based behavior isabout individuals at alllevels being prepared toaccept responsibility &accountability for their

actions and to think clearlyabout the consequences oftheir actions for Defense.



DLF CAPABILITY AREAS

•The Defense Leadership

Framework (DLF)systematically identifies theleadership capabilities &

behaviors expected at alllevels in Defense.



Outcomes

It provides a generic set of proficiencies that may be workedout with Group/Service requirements.

It is flexible and adaptable allowing Groups/Services to build

upon and modify the framework to meet their specificrequirements.

It provides a link to development and assessmentopportunities to allow „skilling‟.

It provides guidance to supervisors and employees inrelation to staff management and performance.



Top companies with LDP

Giant Impact Inc

The Ken Blanchard Companies

Goodstone Group

Tom Peters Company

Robbins Research International, Inc.



Corporate companies in india

Tata Group

General Electric

IBM

Reliance Industries Ltd.

Adani power Ltd.

Larson & Turbo

Infosys



IBM HRLDP



TATA GROUP

April 14, 2012

TATA GROUP



India‟s Best Known and Most Respected Business House

Diverse Business in 7 Sectors

Revenues Equivalent to 2.7% of India’s GDP

Largest Employer in the Private Sector

International Income 30% of Group Revenue

Products and Services Exported to 85 Countries

Operations in Over 80 Countries

Group revenue FY 2006: $27.5 bn

Group Profit FY 2006 : $ 3.8 bn

I di id l D l



Individual Development

Profile

Work & CareerDetails

PerformanceData

Personal Details: Age,Education

Development Plan

IDP



How Does Development take

place?

• 10 % Training Courses

• 20 % Interaction with People

• Coaching, Mentoring, Experts, Colleagues

• 70 % Challenging Jobs



Tata Leadership Development Programme

TGSLSLevel C+

TGELSLevel D and C

TGYLSLevel F and E



Secret sounds of the forest

A wise king set out to teach his son, the Crown Prince,the wisdom necessary to become a great ruler . Hedecided to send him to a forest for a year and asked himto describe sounds of forest on his return…

The prince spent a year listening to all the sounds he

could hear and returned to his father, What he heard…

Leaves rustling in the wind

Leaves falling to the earth

Birds surging

Bees buzzing

Small & large animals coming and going The king was not pleased..

He asked him to go back to the forest and listen moreand come back…



Secret sounds of the forest

This time the Prince went back and sat beside huge treespondering his apparent lack of understanding.

After several days and nights, the prince began to sensea strange awareness.

He returned to his father and reported what he hadheard….. The leaves of the trees awakening in the morning dew

The sound of woodland flower opening and closing

The clamor of earth as it bared itself to the warming rays ofnoonday sun

The heartbeats of a thousand animals and birds

His father was pleased and said “My son” “ to hear the unhearable is one of the discipline for being a great

leader”



Leadership development is not just aboutthe process or practice; but it is aboutreflections and experiences



Learning to Learn from Experience

Action-Observation-Reflection Model

Action/Experience

What did you do?

Observation/Feedback What happened?

Reflection How do you feel/think

about it now?



THANK U….

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Leadership Development Programm-prince Dudhatra

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