Articol de: Alina Făniță, CEO, PKF Finconta
The new technologies impact the organization’s performance. The transformations generated by technologies force companies to change, processes to adjust, and leaders to get better. Unfortunately, a research made by Fortune magazine shows that only 7% of CEOs believe in their companies’ leadership capability and only 10% that the leadership development initiatives have a clear impact on business.
To generate an impact on the leaders’ development, it is advisable to design a program of four types of interventions:
1. Contextualizing the program based on company positioning and strategy
2. Disseminating the knowledge and skills of the program within the organization
3. Designing of a Learning Support Program
4. Creating a system to strengthen learning and to sustain change
Contextualizing the program
Most companies fail to convert the strategy into reality because the leadership program does not take into account the stage they are in (re-launch, expansive growth or organic growth). Those companies that take this stage into account have an 8 times higher success rate. For organizations that want to successfully manage the heightened dynamic of the environment accelerated by technological change, leadership skills development is needed. This development is well suited to the new strategic requirements and linked to the conversion thereof into individual growth priorities for managers. Increasing managers’ abilities to adapt to different situations and to learn continually increases their ability to manage change 4 times, according to McKinsey.