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Chapter 2 – Leadership alignment

2.2. Leadership alignment

Effective leadership is an increasingly important differentiator in every successful programme, project, or initiative. The focus of this stage is to ensure leaders are aligned around the nature and scale of change that is needed and, equip them to lead in increasingly uncertain environments where change is constant, and transformation is the norm.

The activity is focused on four elements.  Alignment is key to any programme, project, or initiative.  Assessing, developing and supporting leadership skills may not be possible within all projects.  Links should therefore be made to any broader leadership development programmes.

  • Align: Ensure leadership is clear on the case for change and their role as a leader in making the change happen
  • Assess: Gain an understanding of the level of leadership capabilities and competences
  • Develop: Use mechanisms such as workshops or one-on-one sessions to develop the capabilities to drive change
  • Support: Define a learning path and options for review and refinement.

2.2.1. Leadership alignment ‒ the process

1. Align leaders around the change

  1. Define the leadership group
  2. Design a half or one day briefing session to cover:
  • The case for change
  • The nature and scale of change and the prize for success
  • The roles within change
  • Their role as a leader
  • The plan for change
  • What they need to do next.

2. Assess change leadership capability

  1. Define the targeted leadership group
  2. Understand existing leadership development approach and support networks
  3. Provide a 20-minute diagnostic questionnaire (see templates and tools) to be completed by each leader, pointing to clear strengths and development opportunities
  4. Provide self-assessment and feedback from others to create a rich view of the leader’s current capabilities
  5. Deliver personalised report and tailored leadership journey during a one-to-one briefing or an in-person meeting to provide insights on individual and peer comparison.

3. Develop and equip leaders to drive the change

Analyse the leadership assessments and other documents to better support your “Leadership,” workshop The workshop session
  1. Provide reflection, reinvention, and response to the leadership call for a changing organisation
  2. Provide a fast-paced session centred on disruptive thinking
  3. Focus on shifting the overall mindset and personal ownership of a focal capability for the leader to accelerate
  4. Leverage your network of leaders, where appropriate, for perspectives and stimulation regarding what successful leadership looks like in their industry or sector.

4. Support - agree learning path and activities, monitor, review and refine

From the workshop output:
  1. Develop the leadership development approach and programme based on outputs, aspirations, and scope
  2. Establish key content and learning assets required to fulfil the identified leadership journeys
  3. Practice learning through simulations, case studies, real-life observations, and other techniques
  4. Provide on-going feedback and tailored support for leaders to deliver their leadership journeys
  5. Support the leaderships learning journey with a curriculum design that accelerates the path forward
  6. Monitor effectiveness of change by department, branch or unit and intervene as required
  7. Transition the leadership development approach and new behaviours into the working environment.

1.Review the examples.

2.Use the template to run your workshop

3.Develop a leadership learning roadmap and action plan

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