Wie können Sie ein Leadership-Programm entwickeln, das Nachhaltigkeit in den Vordergrund stellt?

Leadership programs that prioritize stability often do the same things right: 1. Understand business goals and strategy 2. Align on mission, vision, values, and path forward 3. Put processes in place to ensure these things continue to align. Customers and stakeholders then have consistent messaging that is stable over time

Stability-focused leadership initiatives typically excel in several key areas: 1. They grasp the objectives and strategies of the business. 2. They achieve consensus on the organization's mission, vision, values, and future direction. 3. They establish procedures to maintain alignment with these elements, ensuring that customers and stakeholders receive a steady stream of consistent communication over time.

A truly sustainable approach to leadership can't exist in a vacuum; it needs to be embedded within the overarching mission and strategic goals of the organization. For healthcare organizations, this means going beyond simply minimizing environmental footprint, important as that is. Sustainable healthcare leadership also encompasses ethical resource allocation, ensuring equitable access to care, and fostering a culture of continuous improvement that prioritizes patient well-being alongside financial viability. This alignment sends a clear message that sustainability is not just a buzzword, but a core value that guides decision-making at all levels.

Start by understanding your company's overall goals and values. Sustainability isn't just about going green; it's about ensuring the long-term success and impact of your organization. So, your leadership program should align with these broader objectives. If your company aims to reduce carbon emissions, for instance, your leadership program could focus on fostering innovation for sustainable practices or encouraging leaders to champion eco-friendly initiatives.

If you are looking to build leaders, have them do the same work the employees are doing in area that this person will be leading. Using maintenance as an example have them on the floor working with the mechanic or fitters. Why is this important? Many new leads don't understand the work they are assigning to the team. Their are prized task and menial tasks. Ever person in the team knows they have to both/all the tasks. If the leader has performed these task he expands his empathy of understanding. I have seen so many first time leaders destroy himself and the team without out this skill.

Take a look at what skills and qualities your current and future leaders need to drive sustainability. This might involve assessing their understanding of environmental issues, their ability to think long-term, their capacity to inspire others towards sustainable practices, and their agility in adapting to changing market demands. Once you've identified these competencies, you'll have a clearer picture of what your leadership program should address.

As stated in the first response work with team members front line employees. Have a review of the leaders that have performed very well. Give them more mentor training. The pair the top leaders with the future leader for six months. You need to have a signed document passing the trainee to the next available leadership role.

I think you need to first assess whether they are sold with the vision of sustainability or if they are open to it. Competencies and skills can be learned along the way through a program

For healthcare leaders, a sustainability-focused curriculum goes beyond the typical leadership development models. It needs to cover the unique challenges posed by resource constraints, regulatory complexities, and the interconnectedness of patient health with broader environmental and social factors. My experience in healthcare strategy highlights the importance of incorporating modules on systems thinking into the curriculum. Leaders need to understand how decisions in one area can ripple through the entire healthcare ecosystem, and learn to balance short-term needs with long-term sustainability.

With your goals and competencies in mind, draft a curriculum that blends leadership development with sustainability principles. Include modules on topics like sustainable business models, stakeholder engagement for sustainability, ethical decision-making in resource management, and fostering a culture of sustainability within teams etc. Make sure the program is interactive, including real-world case studies and opportunities for participants to apply their learning.

Relife experience with the front line employees working beside them. The mentoring with the highly skilled leader. Almost all of skills you need to be an outstanding leader can't be found in a book. The need to be learned by example for a great leader. Yes this takes time but failure rate on making the next leader will increase.

I believe a curriculum is only the first part of training leaders to push sustainability. This is probably the theory portion. But if you really want to train leaders who promote sustainability, you also need to create actual tasks that relate to your sustainability vision. Put them in the field and work with them

Incorporate Sustainability into Personal Development Plans: -Make sustainability a key component of every employee’s growth within the company. -Offer resources and training for team members to gain expertise in sustainable practices relevant to their roles. This approach personalizes the mission, encouraging a deeper commitment and understanding.

Roll out your leadership program in a way that engages participants and integrates seamlessly into their existing responsibilities. Offer workshops, seminars, and online resources to accommodate different learning styles and schedules. Encourage participation through mentorship programs, peer learning groups, and cross-functional projects that emphasize sustainability goals. And don't forget to provide ongoing support and feedback to participants as they progress through the program.

Improve the process, review the success and failures. Improve the process. Then repeat these these steps and monitor the improvement.

Success is ensured if you track the outcomes. Regularly assess the impact of your leadership program on both individual leaders and the organization. Look at metrics like employee engagement, innovation in sustainability practices, and alignment with corporate sustainability targets. Collect feedback from participants to understand what's working well and where there's room for improvement. Use this data to refine your curriculum and make adjustments as needed.

Create new habits. Where possible, embed the training in daily tools or on-the job learning. Include it as a standing topic in team meetings, and of you hve an office or digital space create reminders and some gamification. On the serious side, ensure your goals are aligned to incentives - whether 2x the quota for specific products, or hurdles for internal business cases not aligned to the new strategy. Limit the temptation to make this a new meeting or a special program. It must be embedded in the core of your business.

As with any cultural shift, the initial enthusiasm for sustainability initiatives needs to be translated into long-term commitment. As a pharmacist, I understand the need for regular updating of knowledge and reinforcement. This is where follow-up workshops, mentorship programs, and ongoing assessment play a crucial role. Additionally, it's important to celebrate wins and recognize leaders who champion sustainability, fostering a sense of collective accountability and shared purpose. Just like in a healthcare setting, regular monitoring of key metrics, such as resource utilization and patient outcomes connected to sustainability efforts, can help leaders iterate and improve their approach over time.

Keep the momentum going by celebrating successes, recognizing leaders who exemplify sustainable practices, and continuously reinforcing the importance of sustainability within the organization. Encourage alumni of your leadership program to serve as ambassadors and mentors for newer participants. And don't be afraid to evolve your program over time to stay ahead of emerging trends and challenges in sustainability leadership.

Test the leaders who have emerged from the sustainability leadership program. How have they built capacity after undergoing the program? How have they enhanced the company sustainability agenda after undergoing the program? Are the leaders visibly driving and implementing sustainability leadership in their various divisions and teams? Are they helping to deepen the culture of sustainability in the fabrics of the organization? Testing the leaders in response to this questions will help determine the effectiveness of the sustainability leadership program. Leaders are raised to raise others. The leaders should make a difference after the leadership sustainability program.

Sustainability values are rapidly becoming part of the global business enviroment. More and more companies will need and desire for providers and customers to share these values for moral, commercial and legal reasons. The need for meeting these requirements should be used as a justification to develop a sustainability leadership program.

Beyond traditional learning methods, include experiential learning opportunities such as sustainability immersion programs, where leaders can visit and learn from organizations leading in sustainability, or participate in community-based sustainability projects. This hands-on approach can significantly enhance understanding and commitment to sustainable practices. Utilize technology and digital platforms to simulate sustainability challenges and solutions, offering leaders a safe space to explore and experiment with different strategies. Virtual reality, for example, can be used to simulate the long-term impacts of certain decisions on the environment and society.

Encourage leaders to think in terms of systemic change, equipping them with the skills to foster collaboration across industries and sectors. Sustainability challenges are interconnected and require cooperative efforts that go beyond traditional business boundaries. Pair leaders with sustainability mentors, either within the organization or from external entities renowned for their sustainability efforts. This mentorship can provide personalized guidance, support, and inspiration, facilitating deeper learning and commitment. Include content and experiences that foster global and cultural awareness, recognizing the global nature of many sustainability challenges.