10 Strategies to Build a Leader Development Culture in Your Organization

Building a culture in your organization where people are being intentionally prepared to lead requires leaders who have made an intentional commitment to doing just that.

Following are ten strategies and specific actions for building and sustaining an organizational culture where leaders are identified, supported, stretched, and developed.

  1. Commit to developing leaders 
  2. Identify the leaders
  3. Focus the mission
  4. Communicate the purpose constantly 
  5. Define leadership
  6. Encourage real conversations
  7. Use processes & tools for feedback & reflection 
  8. Leverage experiential learning opportunities 
  9. Build relationship networks
  10. Connect leadership development to the mission

Click here for the actions for each strategy.

Interested in creating a culture of whole and intentional leader development? Join Rob and Daniel of WiLD Leaders on Wednesday, January 19 (that’s tomorrow), from 3-4 pm ET for their Association webinar, Whole and Intentional Leader Development. They will lead an interactive conversation on how to build the culture you want.

Bonus: Learn about the Certificate in Whole Leader Development, a new self-paced certificate program offered by The Association and developed by WiLD Leaders.

Named one of the 30 most influential industrial and organizational psychologists, TEDx Speaker Dr. Rob McKenna is the founder of WiLD Leaders, Inc. and The WiLD Foundation, and creator of the WiLD Toolkit. His research and coaching with leaders across corporate, not-for-profit and university settings has given him insight into the real and gritty experience of leaders. His clients have included the Boeing Company, Microsoft, Heineken, Foster Farms, the United Way, Alaska Airlines and Children’s Hospital. He also previously served as the Chair of Industrial-Organizational Psychology at Seattle Pacific University.

As the chief commercial officer at WiLD Leaders, Dr. Daniel Hallak drives strategic commercial initiatives and other operations, product development and marketing efforts that support the development of whole leaders.. Before WiLD, he spent over a decade developing whole leaders in business, academic and nonprofit settings. He’s run his own coaching practice and served as a recruiter at Microsoft, a career management consultant at Right Management Consultants and in a leadership development role at Slalom, an award-winning consulting firm. He’s also served as a coach, professor and advisor at three higher education institutions

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