• Discover the components you need to design best-in-class leadership development.
• Gain the latest information and trends on the state of leadership development and the opportunity to compare best practices against your organization.
• Access a toolkit of more than 100 activities to use beyond the classroom. Explore ideas to engage leaders within your organization and dozens of comprehensive, ready-to-use tools.

Participants should already have experience in designing learning and have a business need to understand the best practices in developing effective leadership programs. This is not a leadership course but a program that introduces participants to all of the necessary components of great leadership development programs.

ATD Education programs are designed primarily for learning professionals—trainers, instructional designers, and organizational development practitioners—but also greatly benefit anyone within an organization who is responsible for developing others, from managers to human resources specialists.

Roles: CTDO/CLO, Talent Development Director/Executive, HR/OD Professional, Instructional Designer, Talent Development Manager
Language: English

1. Introduction
• Organizational Readiness Audit
• Critical Success Factors
• Why Leadership Development Fails
• LEADS: ATD’s Model for Building a Leadership Development Program
• The Five Phases
• Timeline to Build a Leadership Development Program: LEADS
• Leadership and Management: What’s the Difference?

2. Lay the Foundation
• What’s Driving Your Leadership Effort?
• Close Your Leadership Gap
• Ensure LDP Alignment
• Engage Your Leaders Right from the Start
• Leadership Development Philosophy

3. Envision the Future
• Planning for Leadership Development of the Future
• Grounding the Vision for a Successful Plan
• Summarizing Leadership Development Changes
• What’s a Leadership Competency?
• Customizing a Competency Model

4. Agree on and Articulate an Action Plan
• Clarify the Purpose and Establish Goals
• Determine an Operational Construct
• Who Will Participate?
• Leadership Development Communication Plan

5. Design the Developmental Elements
• 360-Degree Assessments
• Leadership Development Plans
• Succession Planning
• Leaders Developing Leaders
• Commitment to Develop Other Leaders
• Sample Mentoring Program Comparison
• Using Experience to Develop Leadership Talent

6. Sustain Progress
• Processes and Systems for Sustainability
• Annual Review Process
• Evaluating the Initiative
• Measuring the Four Levels
• ROE and ROI
• What Is ROE?
• How ROI Differs
• Continuous Process Improvement Plan

• Use the ATD leadership development model to create a leadership development program.
• Ensure alignment of a leadership development program to an organization’s culture, vision, mission, and goals, as well as competencies, customers’ requirements, and business needs.
• Select and implement appropriate learning methods.
• List content and competencies that must be included in a leadership development program.
• List observable behaviors that display a leader’s ability to demonstrate the competencies.
• Discuss a hierarchy of competencies and content for entry, mid-level, and executives.
• Utilize process planning checklists and other job aids to create a leadership development program.
• Measure and link the value of a leadership development program to an organization’s bottom line.
• Discern the advantages, disadvantages, and appropriate use of off-the-shelf leadership development programs.
• Implement questionnaires, assessment methods, and self-evaluation tools presented in the leadership development program.
• Incorporate best practices in leadership needs assessments, implementation, and when identifying high potential candidates for leadership programs.