Leadership Framework

Best Practice Overview 

As the competitive intensity of the global business environment continues to escalate, so does the need for highly competent leaders.  This turbulent environment demands that leaders possess exceptional skills to make decisions, think strategically, and execute against action plans amid complexity and rapid change.  The most effective way to catalog desirable attributes is to leverage a Leadership Framework.

Leadership traits are required not only in positions of formal authority, but in every role where autonomy and geographical distribution requires a high degree of rigor.  Today, success depends upon a “company of leaders”, managers at all levels of responsibility who embody the skills needed to lead the corporation to success.

AMS and our team of executive level consultants design a plan to enhance the leadership skills of all managers, regardless of their level, through an on-going process that includes assessment, feedback, and career planning.  The plan should include guidelines and resources to strengthen critical competencies:  knowledge, skills, and the capabilities required for current and future business success.  “Emerging leaders” used to be a cohort within a learning organization, now, it is everyone all the time.

Best Practice Implementation Considerations

The leadership development plan should provide:

  • Goal Setting, in which critical competencies are strengthened and demonstrated through measurable achievements.
  • Competency Models, that measure and guide  critical leadership and job-related skills related to leadership attributes.
  • High Potentials, guidelines that facilitate the selection of those who have the record of achievement required for middle and executive level positions.
  • Coaching, process to provide mentors and peer review at critical development impact points.

Best Practice Summary

The concept of leadership development has become an important part of many companies’ strategic planning, however many think of leadership planning as a “training activity” and in reality, it needs to be a process that is supported by training, yet not dependent on it.  Leadership development in progressive organizations is an integrated and cultural norm supported by tools, process, and the overarching learning culture.