Leadership Development Program for Enhancing Managerial Skills

Running head: LEADERSHIP DEVELOPMENT PROGRAM
Leadership Development Program
Name of the Student
Name of the University
Author Note

1LEADERSHIP DEVELOPMENT PROGRAM
1. Background and Analysis of Business Need
The medium sized business is in the need of enhancing its managers’ skills which
should be further disseminated as transferable skills. In order to enhance organizational
performance, it is highly necessary to enhance the skills of employees in the organization.
However, it is difficult for the organization to fund the external formal education and training
programs; thereby, following the decision of CEO, the organization is determined to develop
a coaching culture, which includes specified coaching skills for managers. In addition, this
learning program is not supposed to be restricted to managers only; the capabilities that are
developed through learning will be further implemented in the workplace.
As put forward by Burke and Noumair (2015), business with strong coaching cultures
must have higher employee engagement, greater revenue growth as well as radical
enhancement of the outcome. The organization should develop an effective and a strong
coaching culture which should further flow in all throughout the operation- upward,
downward and sideways. This approach will help organizational members to remain active
and seek feedback and support. By gaining strength from the diversity, employees can share
power as well as make collaborative decisions which could speed up process of change. The
business needs to follow a customized approach with some specified needs such as the firm
needs to a coaching culture assessment and resolve the resistance areas and make changes
(Aarons et al., 2015). Likewise, on the basis of assessment, business should go forward with
selecting a pool of external coaches and simultaneously, a pool of internal coaches also needs
to be developed. The business also needs to enlarge the leadership capacity but when doing
existing and newly formed policies should be aligned. Eventually, after the implementation,
a thorough evaluation needs to be performed to measure the outcome of the programs.

2LEADERSHIP DEVELOPMENT PROGRAM
According to Ellinger and Kim (2014) the coaching culture assessments should reveal
strengths and opportunities and then business needs to find out the barriers of building a
coaching culture. Nonetheless, before getting into the plan, organization should consider the
basic areas to determine such as how effectively is coaching understood and integrated into
performance as well as talent management. This assessment will also help to learn the kind of
the competencies that organization should develop in the coming years or within a specified
time period. In this context, Ladegard and Gjerde (2014) commented that most of the
businesses deal with several change initiatives at once as the part of the initiative they go on
undertaking six sigma audits along with launching a bold diversity approach. Therefore,
organization needs to be serious about the social responsibility. In order to implement
coaching culture, the organization should apply rigorous selection criteria to generate a pool
of extraordinary coaches who should work primarily with senior managers and altogether, the
business needs to select a diverse group of external coaches who must possess credibility,
culture awareness, emotional intelligence as well as a broad range of experience.
2. Overview of the interventions
The basics of the session plan
a). A curriculum plan
Learning areas need to be
covered in the plan
Goal Time period
Technical skills
development and training
To enhance advanced skills
and knowledge with respect
to changing technology and
1-3 months