How can you help leaders set development goals?

Assessment of needs is the first step for any developmental program. Understanding their needs and aspirations is crucial.  Ask about their goals, aspirations, and any challenges they are facing in their current role. Identify the organizational goals, as well as the specific skills and competencies required for success in the leader's role. For the overall success, ensure that the developmental goals are aligned with these organizational objectives. 

Assess the leader's current skills and capabilities against the desired competencies through self-assessment exercises, manager feedback, 360-degree assessments, or skill-based interviews. This assessment will set the tone for creating the roadmap for further development. Make them do a SWOT analysis. This will help you tailor the developmental goals to their needs.

Set SMART( Specific, Measurable, Achievable, Relevant, and Time-bound) goals and break them into smaller milestones to make the goals more manageable and help them track their progress.

Give them access to relevant resources, such as training programs, coaching, mentorship, or online courses, to support their development as well as guidance, regular feedback, and opportunities to practice and apply their skills. Regular check-ins with the leader to review their progress and reassess their goals will help in refining goals and aligning actions with their goals. Give constructive feedback to help them understand their growth areas that need attention.

Consider 'development' as a whole to determine the best individual development path and make it impactful for the associate and for the organization. Leaders should identify learning opportunities through the 70/20/10 approach: -Learning from experiences covers the greatest source of development 70% (assignments, projects/taskforce...) -Learning from others covers about 20% of the overall learning (coaching, mentoring, reverse mentoring, network...) -Learning from instructions only really supports about 10% of the overall learning (internal or external courses)

Success of any developmental program is challenged by the task of keeping the trainees motivated throughout the process.  Recognizing and rewarding progress, and acknowledging and celebrating the their achievements and milestones along their developmental journey will ensure continued motivation and foster a culture of continuous learning. Learning and development demands a safe and supportive environment. Creating a positive environment where leaders are  encouraged and engaged in peer learning, knowledge sharing, and the exchange of best practices will  work wonders for leader's growth and development.