A key factor in determining the longevity and success of an organisation is leadership. Successive institutions are known for their succession planning. This involves preparing staff and the younger executives to take on more difficult and challenging duties. But, poor execution of leadership training could seriously compromise the viability of an institution. A leader program should give line managers the best influence and additional skills to inspire others. The leadership pipeline describes the steps institutions may take to increase the capabilities and career development of their leaders (Charan Drotter & Noel, 2011). Comprehensive programs should cover all phases of the leadership pipeline including those that lead others.
Six phases can be included in the leadership pipeline model. These stages are designed to help firms improve their effectiveness as line managers. Leadership is the initial stage of the leadership pipeline. Incompetent leaders are equipped with the technical and professional skills to manage others. Leaders can use these talents to gain greater understanding and acceptance of the business culture. The first obligations of employees are enhanced by leadership (Charan and al., 2011, Charan). Because it requires a shift from behavior or values-based attrition, the transition to leadership can be hard. Tasks such as leading people include mentoring others and instilling confidence, assigning tasks, reallocating time, and distributing resources. Managers must learn to appreciate their own essence and stop accepting management responsibilities. Leaders need to change how they view managing others.
A requirements assessment is first performed to establish if managers want to participate in leadership development programs. Training requirements can be identified by using performance evaluation reports. Other workers’ feedback and complaints registries. Once a need has been identified, it’s important to speak with senior management and encourage them to support leadership development initiatives (Gavin (2018)). The senior management must be involved in accessing resources, authorizing training and coaching programs, as well as pushing line managers towards the program. Next is the development of the program’s coaching component, as well as the program to motivate workers. While the policy outlines the requirements for eligibility, the program explains the steps to take.