8. Gradual Adjustment, Adaptation and Improvement
It is not an untold secret that no leadership or management training program is a success in the start. This is the reason why companies today tend to work towards the persistent modification of the leadership programs after receiving the feedback. This is exceedingly important to base new programs on the feedback that is not only provided by the participants but also from their supervising managers. Continuous transformation of the program helps in meeting the organizational needs ("Building a Management Development Program: 8 Best Practices").
9. Outcomes' Measurement and Following
The organizations today that are employing the mentioned practices for developing leadership and management also use a number of tools for the measurement of the impact of the pursued training/program/activity. The assessments that are recorded before and after the program are used for measuring the improvements in the skills' area. Feedback tools help in the determination of alterations in perceived skills. The success of a program can easily be observed by having a look at the number of participants ("Building a Management Development Program: 8 Best Practices").
When leaders and managers of the modern era make the decision to assess the results of ongoing endeavors for development, they establish measurements before the beginning of the program or activity. This practice facilitates them in making correct adjustments for the programs that are to be conducted later. Not only this, it also aids them in the demonstration of the effects their efforts may have on future goals and policies ("Building a Management Development Program: 8 Best Practices").
This application of the best practices to the unique situations has brought significant positive changes for leaders and managers today. The development programs aimed to boost leadership and management have been really helpful in feeding, encouraging and energizing the power of people at organizational level. Although it takes a lot of time, energy, efforts and financial aid for structuring and maintenance, it is worth it. The employees having high positions are also involved and their visibility makes the programs and practices crystal clear. Thus, having knowledge of best practices has been fruitful for the people and organizations who have practically done their best to achieve success ("Building a Management Development Program: 8 Best Practices").
Conclusion
To cut a long story short, there are a number of best practices that leaders and managers today are employing to get the best results. In the globalized world of today, the change is inevitable and accelerating at a high pace. This has compelled managers and leaders to help their followers in the interpretation on the meaning of multifaceted events. Not only this, the employees are also told about the relevancy of events and future risks and prospects. Another practice of effective leaders is that they make an alignment and connection between the goals, preferences and policies. Having a positive and optimistic attitude is really essential in the contemporary world of business as organizations continuously face hurdles and negative results. Only those companies are achieving success where the leaders are increasing employees' enthusiasm towards work and developing a positive attitude in the followers (Yukl, 2010).
The leaders and managers are meant to develop cooperation and trust among the employees under them. Thus, nurturing of the mentioned characteristics have developed in people an understanding of each other that has promoted diversity acknowledgment and appreciation. Thus, best practices of management have helped employees to face and find solutions to disagreements constructively...
For doing so, they facilitate employees in the creation of a unique identity. Moreover, only those leaders and managers are proving to be effective that are helping people getting organized for the accomplishment of collective tasks in an efficient manner. One of the best practices that are also being employed by a number of managers and leaders today is the encouragement and facilitation of collective learning. The stability, success and survival of an organization are largely dependent on learning on a continuous basis as there is high competition out there in the world. This is why leaders and managers need to stress on the importance of collective learning and must initiate ways for the mutual cooperation and coordination of employees so that common goals may be achieved in a successful manner (Yukl, 2010).
Other best practices that are going on right now include the attainment of important resources and support from external parties. Managers and leaders now understand that the sustenance and prosperity of their organization is dependent on appropriate and strong relationship with outside parties. The outsiders and those at supreme positions are needed for obtaining means, authorizations, support, and political maintenance. Thus, for the effectiveness of leadership, supervisors are promoting and looking after the concerns of unit and facilitating the followers in obtaining essential resources and help. Moreover, the people working in majority of the organizations today are being developed and empowered by the leaders (Yukl, 2010).
A good leader very well knows that he should empower his employees in order to achieve better results. This is the reason why organizations today are encouraging all their proficient employees to take active part in seeking out solutions to the contemporary problems and make appropriate decisions according to the situations. The leaders and managers are also encouraging their employees to develop the required skills so that they can also get themselves prepared for undertaking influential roles and cope with revolutions (Yukl, 2010).
To cut a long story short, it is the responsibility of the leaders today to show their best intentions by "encouraging people to import best practices from external sources, encouraging and funding internal efforts to develop innovative ideas, encouraging and facilitating the use of systematic procedures to determine which ideas are worth developing and implementing, providing appropriate recognition and rewards for creative ideas, encouraging diffusion of good ideas and new knowledge throughout the organization, planning and guiding the implementation of innovations, and promoting flexibility and innovation as key values in the corporate culture" (Yukl, 2010).
References
Building a Management Development Program: 8 Best Practices. (n.d.).eCornell. Retrieved March 7, 2013, from http://sha.ecornell.com/assets/PDFs/Enterprise/Building-a-Management-Development-Program-8-Best-Practices.pdf
Definitions of Terms and Explanations of Best Practices, Guidelines, Standards, and Norms that Pertain to Repositories . (2009, January 16). ISBER. Retrieved March 13, 2013, from http://www.isber.org/bp/Standards.pdf
James, K., & Burgoyne, J. (n.d.). Leadership Development: Best Practice Guide for Organisations. Q3. Retrieved March 7, 2013, from http://www.q3.ca/articles/archives/articles/02-01-2006/Ldsp_Dev_Best_Practice.pdf
Whetten, D.A., & Cameron, K.S. (2011).Developing Management Skills. New Jersey: Prentice Hall.
Yukl, G.A. (2010). Leadership in Organizations. New Jersey: Prentice Hall.
