Customized leadership development inherently has a higher impact on leaders and organizational results. Since tailored learning can be closely connected to the challenges a business faces or the environment in which it operates, leaders can see the value of putting a leadership program’s ideas into practice. Customization can help participants see “what’s in it for them” more clearly, as well as help the organization build a common understanding of “what it means to lead here.”

  Throughout history, navigation and the ability to “Find our Way” has been an essential skill. When leading others, navigation and wayfinding is especially important, and in some cases a matter of life and death.

When you hear the term “business simulation," what comes to mind? Images of MBA case studies, computer-based games, maybe even memories of prior simulation experiences? You may be surprised to find that business simulations can be far more effective for your organization than you thought. Breaking down the common simulation misconceptions shows how valuable they can be for your organization.

The Institute for Corporate Productivity recently completed a case study about Ford Motor Company’s Global Executive Leadership Program.

Leadership development programs contain multiple learning methods, but none impact growth and development to the same degree as experiential learning. When leaders directly address their most common challenges by actually making the tough decisions in real time and reflecting upon the results, they begin to forge behaviors and a long-lasting leadership skills at rapid rates.

It’s no secret that strong leadership is required for a company to achieve ambitious and aspirational goals. Increasing the collective capabilities of your leadership team is essential if you want your organization to continue to grow, to capitalize on opportunities, and to respond to an ever-changing and increasingly complex global business environment.

What is a culture of leadership development? It’s a culture where leaders are intentional about leadership growth all the time, not just during year end performance reviews. It’s a culture where everyone is aware of what they are learning, as well as what they are doing. It’s a culture where feedback is offered frequently and with positive intent: the intent to help another person grow. It’s a culture where leaders visibly take the time to mentor and support the development of others.