In an ever-evolving market, with new technology, new competitors, changing competency requirements, and shifting employee expectations, there is an ongoing need for a strong focus on leadership development.
"If you consider finished developing your leaders, then you're finished."
The new generation of leaders is acutely aware of this dynamic. They anticipate that the organization will facilitate their development in their leadership roles.
"How can I become the best version of myself" may sound like a cliché, but those of us working closely with leaders see that this attitude is an instinctual reflex in today's emerging leaders.
To meet these expectations and tap into the significant potential of such a proactive approach, effective yet qualified development processes are required.
The organization must create an environment where development is seamlessly integrated into core tasks. Leadership development no longer primarily occurs during biannual intensive sessions at conference hotels.
Development is ongoing – happening all the time.