Via five short articles, we’ll explore the choices at hand, when thinking about deploying leadership development support in the year ahead. This next dilemma relates to the populations you want to reach, and the degree of impact you want to have.
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Leadership behaviour occurs in the context of an organisation’s structure, hierarchy and culture. Senior leaders have a role modelling effect, People leaders set expectations of behaviour, and networked influencers create followership through their own actions and relationships.
So deciding who you want engage in leadership development is nuanced. A simple choice is the balance between breadth of reach and depth of impact.
Broad. You might choose to reach large audiences up, down and across the organisation, perhaps to spread common expectations and norms, to provide baseline knowledge in leadership capability, knowing that this can’t achieve so much ‘vertical development’ with each participant. Approaches for ‘broad’ reach include:
Deep. Or you might want to achieve a profound shift in mindset and behaviour, among fewer leaders but anticipating that change can ripple out from those you selected. Approaches for ‘deep’ reach include:
Neither is right or wrong, but if you had to say which of these was your bigger focus in the year ahead, which would it be?
Do please share your thoughts and comments on our LinkedIn poll, here.
As always, we’re here to help. And if this is a choice you’re working through, we’d love to chat.
Explore more leadership development dilemmas:
Director of Leadership and Team Development