Future-proof your enterprise with effective leadership development software from Sage. With our program, HR teams can identify future leaders, nurture leadership skills and retain key talent.
As a business leader or HR manager, you’ll know that your people are your greatest asset. When building a strong workforce, recruitment is an option. But what if you already have star talent in your team? This is where leadership development programs come in.
Leadership development equips employees with the skills they need to lead others and drive overall business performance. By implementing a human resource strategy that focuses on building leadership skills, you can identify future leaders and cultivate the specific qualities necessary for a management role.
This is also known as succession planning. By encouraging your workforce to continually develop their skills and gain first-hand experience, they will be prepared to assume senior roles as they become available.
Implementing a solid leadership development program enables your team to take ownership of their professional development, and helps bridge any skills gaps in your business.
With the right planning, companies can avoid an organisational crisis if a key member leaves, and minimise the risk of inexperienced staff being prematurely moved into a position. It readies employees to take on more responsibility and increases their ability to contribute to the organisation’s performance.
With our leadership development HR software, you can take the guesswork out of your succession planning strategies and future-proof your company. We share some tips below to get you started on staff development.
Evaluate your team’s individual skillset to see if you have a match for a successor. Once you have an understanding of your workforce, you can consider recruitment or training. With leadership development software from Sage, decision making is made easy as you get instant visibility into your workforce and their performance.
Build a framework that meets the individual’s training needs, as well as the business objectives. It’s also important to set out a timeline and a clear list of expectations. Put a strategic plan in place to ensure the key areas for development are covered, and how the knowledge will be passed on. Mentorship, skills assessment, online learning or in-house training are all great steps towards leadership development.
Continual development is key, as well as giving the employee a chance to put their learnings into practice. This will also guide their transition into a more senior role. By implementing a clear path and regularly reviewing the leadership strategy, your team will be more engaged with their personal development.