In continuation of last month’s article on “Contrasting Assessment Centers and Training Scenarios for Leadership Development”, I delve deeper into the critical role that assessment center results play in shaping a strong leadership development strategy. Utilizing assessment center outcomes is not just a recommended practice; it is a pivotal component that ensures effective growth of current and future leaders within your organization. This follow-up piece explores the practical applications and benefits of integrating assessment center performance results and insights into your leadership development initiatives.
In today’s organizational environment, identifying and cultivating leadership talent is vital for long-term success. A well-designed promotional assessment center provides valuable insights into the strengths and development needs of current and potential leaders. An organization’s management team that can leverage the insights and results from an assessment process to create a targeted training strategy can significantly enhance leadership capabilities and organizational performance. Focusing on the entire group of assessment participants can not only assist in developing those on the bench now, but can create a systematic pathway for individuals who show future potential. Here’s an approach to developing such a program for your organization:
Analyze Assessment Results: The first step in developing a training strategy is to thoroughly analyze the results from the promotional assessment center. This includes reviewing performance data, identifying common strengths, and pinpointing areas that require development. Look for patterns and trends that may indicate broader organizational needs. Work with your consultant or internal development team to identify the core competencies that are both weak and those that are strong. Don’t forget to include the participants feedback in the overall review. Their insights can be invaluable for the overall project development.
Define Training Development Objectives: Based on the assessment results, establish clear training objectives. These should align with both the individual development needs of participants and the overall strategic goals of the organization. Objectives might include improving decision-making skills, enhancing overall communication abilities (employee/subordinate/superior interface, social/public interactions, etc.) or developing strategic thinking capabilities established from organizational expectations and objectives.
Training Program Design: Develop a comprehensive training program tailored to the identified needs of the participants. This program should include a mix of training modalities to cater to different learning styles and preferences of the group. Consider incorporating Workshops and Mentoring programs as part of your leadership development program.
- Workshops: Develop a workshop that centers around specific competencies such as leadership, communication, and conflict resolution. The workshop environment often lends itself to practical “hands-on” practical sessions in a controlled environment – which make a greater impact on the learner’s retention. Ensure you have qualified and experienced facilitators or secure a third-party group that specializes in such programs to achieve maximum results.
- Mentoring Programs: Partner experienced leaders with program participants to provide guidance and support. Ensure mentors have a structured outline that includes objectives, goals and timelines for the program. Top leadership should create “check-in” sessions with the mentor(s) to assess the impact and progress of the mentee and the overall benefit of the program.
Once you’ve selected your tool(s), ensure your planning incorporates the following:
Evaluate and Refine the Program(s): Based on observation, feedback and general evaluation, provide for adjustments to the training program as needed. This might involve updating content, redeveloping objectives or creating new ones, introducing new training methods, or providing additional resources to support learning.
Promote a Culture of Continuous Learning: Foster continuous professional growth and acknowledge successes to drive participant motivation. Creating a nurturing environment that prioritizes learning and development will sustain the positive impact of the training program.
Wrap-Up
Developing a training strategy based on the results of a promotional assessment center is a powerful approach to enhancing leadership capabilities within an organization. Most organizations are not aware how impactful this follow-up activity can be. By systematically analyzing assessment center performance results, obtaining feedback, identifying and creating clear objectives, and implementing a custom training program, organizations can effectively prepare their current and future leaders to address the demands of the present and prepare for the future. Investing in leadership development should be high on the “to-do-list”. It not only drives individual growth but also influences the overall success and resilience of the organization. The time following an assessment center provides an optimal segway to engage in this type of program; don’t miss the opportunity!
Disclaimer
Dave Slivinski, a Managing Partner at Advanced Selections LLC, shares his personal views and opinions in this article. The information presented is drawn from his personal and professional experience and research and is intended solely for informational purposes. While diligent efforts have been made to ensure the accuracy and completeness of the information, neither the author nor Advanced Selections LLC makes any representations or warranties, express or implied, regarding the completeness, accuracy, reliability, suitability, or availability of the information contained in this article. Any reliance placed on such information is strictly at your own risk.