The document discusses implementing a leadership management development program (LMDP) on a global scale to develop leadership skills and gain a competitive advantage. It outlines a 10 step plan to: 1) form a coalition of senior management, employees, and unions to lead the change; 2) create a vision for the LMDP tailored to 30 managers globally; and 3) communicate the vision and reasons for change through stories and regular updates to build alignment. The plan also includes empowering global leaders to manage the LMDP without impacting deliverables, securing short term wins to attract more involvement, taking action through continued waves of change, and consolidating gains by reinforcing the new culture.
The document discusses implementing a leadership management development program (LMDP) on a global scale to develop leadership skills and gain a competitive advantage. It outlines a 10 step plan to: 1) form a coalition of senior management, employees, and unions to lead the change; 2) create a vision for the LMDP tailored to 30 managers globally; and 3) communicate the vision and reasons for change through stories and regular updates to build alignment. The plan also includes empowering global leaders to manage the LMDP without impacting deliverables, securing short term wins to attract more involvement, taking action through continued waves of change, and consolidating gains by reinforcing the new culture.
The document discusses implementing a leadership management development program (LMDP) on a global scale to develop leadership skills and gain a competitive advantage. It outlines a 10 step plan to: 1) form a coalition of senior management, employees, and unions to lead the change; 2) create a vision for the LMDP tailored to 30 managers globally; and 3) communicate the vision and reasons for change through stories and regular updates to build alignment. The plan also includes empowering global leaders to manage the LMDP without impacting deliverables, securing short term wins to attract more involvement, taking action through continued waves of change, and consolidating gains by reinforcing the new culture.
Support the development of LEadership skills attain competitive edge
CREATE A SENSE OF URGENCY Align employees and shareholder' interests to increase profitability. Rist of patent clif Changing demographics - need for leadership talent pipeline
Buy in of Senior Management , Employees, Line Management , Finance
FORM A POWERFUL COALITION and Trade Union WITH STAKEHOLDERS HR & Management to lead role of change agent to lead the change
Implementation of LMDP with a global mindset best fit to all 30 managers
CREATE A VISION based on the LNA
Using communication wheel. Appendix
Communicate the reasons why and how this afects leaders COMMUNICATE THE VISION Build alignment and engagement through stories and regular updates
Train Global leaders to manage the LMDP without having a negative
impact of their deliverables EMPOWERING ACTION Manage resistance using Kubler Ross Model
Recognise and reward those involved in bringing improvements
Build faith in the change project attracting those who are not actively SECURE SHORT TERM WINS involved. Gantt chat will be to reflect the LMDP roll out time line and provide feedback to all
Use AMO theory to enhance performance
Continue withwaveafterwave of change and not to stop until the vision TAKE ACTION is a reality. Aim to get ownership, involvement in change process.
Sharing sucessstories to encourage wins
Reinforcing the new culture through training and coaching; telling vivid stories about the organisation, what it does, and why it is CONSOLIDATE GAINS successful. Giving people who act according to new norms influential and visible positions. ANCHORING CHANGE Issue Total reward statement