A Comprehensive Learning and Development Leadership Programr’s choice

Design a Comprehensive Learning and Development Leadership Program
As the executive learning and development director for a midsized global petroleum organization, you have been asked by the chief human resources officer (CHRO) to create a report on how you envision the design of a new leadership program for the organization’s 50 management and executives in leadership teams across four different departments: sales, marketing, finance, and engineering. These teams span three countries: the United States, Canada, and Mexico. In your report, please include the elements below.

Include an introductory paragraph with the name of your fictitious company, where the home office is located (you choose this), how long the company has been in business, and some background information. Do not use the name of or information about a real company.
Discuss your leadership development strategy, and give a vision to this strategy. For example, what are the outcomes of having a leadership development program for the organization?
Discuss how you plan to assess leadership capabilities.
Explain two to three assessment tools that you will use to identify leadership capabilities for each department.
Explain two to three leadership development methods for each department, taking into consideration cultures in each region—the United States, Canada, and Mexico.
Then, conclude your report by describing the benefits that a formal leadership development program will have on the organization. For example, explain why a leadership development program is important and how it enhances the organization’s competitiveness.
Your completed scholarly activity must be at least two pages in length and include at least three outside sources. Adhere to APA guidelines when constructing this assignment, and include in-text citations and references for all sources that are used. Please note that no abstract is needed.

ANSWER

ABC Ltd is a midsized global petroleum company with stations across three countries in America, namely, the United States, Canada and Mexico. Its home office is situated in New York, New York and comprises four departments that include, sales, marketing, finance and engineering. In June 2020, the company celebrated two decades in operation and over a million dollars in profits every year. This program is developed by the executive learning and development director and comprises a design for a comprehensive learning and development leadership program for ABC Ltd fifty management executives across four departments and three countries.

ABC Ltd is an innovative company and as such understands that long term success relies on visionary leaders who can create not only a competitive edge but also a secure one. This leadership strategy enables the fifty executives in management to become effective influencers who can guarantee success on a global level. The outcomes would include an improved decision-making process and accrual of skills that are cross-functional that comprehensively enable the executives to understand the operational business and the market on a global level. The major way to assess the success of this leadership program is the agility of the culture and how it embraces digital transformation and apply strategies that promote invention and innovation (Silzer 2010).

To identify leadership capabilities in each department the strategy applies the DISC assessment, workplace motivators assessment and TriMetrixHD assessment tool (Hobson 2010). DISC is a popular assessment tool applied by more than 40 million people globally. It identifies talents that bring value to work, communication strengths, improvement areas, methods and means of management and motivation among others. The tool is very accurate, intuitive and easy to use. Workplace motivators reveal the particular interest of every person in management including their passion and areas of interest. TriMetrixHD is an online assessment tool that computes the necessary steps and strategies for success in business decisions.

For leadership development methods, the same strategies will be applied in the three countries owing to their joint shared cultures with very minute differences. These methods would include coaching, formal training and the 360-degree feedback strategy (Megheirkouni 2016). Coaching comprises enhancement of a leader’s effectiveness through a one on one relationship with the aim of imparting wisdom through the challenge, support and assessment. Coaching will apply effectively to already successful leaders seeking to move to the next level of more challenges and complexity Formal training is most common and include regular coursework where the leaders sit in a classroom and theoretical knowledge is imparted to them. One major limitation of this method is that it is possible to fail in converting theoretical knowledge into practical working mechanisms in the organisation. Lastly, the 360 feedback approach allows these leaders to use their current assignments to maximize on their opportunity to learn. Leaders get to receive an evaluation from other stakeholders in the company including subordinates superiors, peers and they. This method requires that a leader is willing to receive constructive criticism to make his or her work better.

In conclusion, with the leadership development program outlined above, ABC Ltd will have the internal strength to face external challenges including competition from other firms dealing with similar petroleum products. The company will be able to transform with each change adapting to its benefit and survival.

References

Hobson, C. J., Strupeck, D., & Szostek, J. (2010). A behavioural roles approach to assessing and improving the team leadership capabilities of managers. International Journal of Management, 27(1), 3

Megheirkouni, M. (2016). Leadership development methods and activities: content, purposes, and implementation. Journal of Management Development.

Silzer, R., & Church, A. H. (2010). Identifying and assessing high-potential talent. Strategy-driven talent management: A leadership imperative, 28, 213-280.