(Solution) 5OS06 (AC2.1) Drawing on your wider reading, identify two different ways in which the people management team in your organisation

Solution

Diagnosing Leadership Development Needs

The people management team can conduct training needs analysis to identify the gaps that exist within the leadership capabilities. This is an exercise of listing the existing leadership strengths and weaknesses on the basis of performance reviews, employee feedback and strategic goals. McDermott (2023) explains that by performing the training needs analysis, they can discover those areas in which leaders could benefit from improving further in terms of strategic decision making, emotional intelligence, or managing innovation. To do that, the team would develop 360-degree feedback to collect information from peers, subordinates and supervisors. They would then use the results to help tailor development plans by building on individual leadership competencies. By taking this targeted approach, it means that leadership development will closely be linked with Aramco’s long-term objectives, and that the identified gaps are addressed directly in the training. CIPD (2023) explains that effective diagnosis is vital in defining the right learning intervention that will enhance the performance at both individual and organisational levels.

Evaluating Leadership Programs for Continuous Improvement

Evaluation and feedback processes can be done by the people management team in order to support already established leadership programs. This will help to ensure that the projects are kept relevant and efficient. This can be achieved through Kirkpatrick’s model of training evaluation, which assesses four levels: behaviour, results, learning, and reaction (Kurt, 2018). After collecting feedback from participants and evaluating the final effect on the performance, the team can see where the programs can be improved. For example, specific actions could include post-program survey, follow-up interviews, changes in leadership behaviour, and changes in team performance. Key performance indicators (KPIs), such as employee engagement, productivity, and retention could even be tracked by these evaluations in order to evaluate whether or not leadership development programs have any tangible benefits. CIPD (2020b) points out that leadership initiatives must undergo continuous evaluation so that they remain responsive to changing organisational requirements and the state of the market.

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