Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs. Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days. To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.

1. Developing Leaders
through a
Structured Leadership
Development Program
Wong Yew Yip
yewyip@gmail.com

2. 2
To be able to lead
individuals and work teams
by applying the required
leadership competencies
to bring about
significant impact on performance
and to achieve the
desired organizational goals
Program Purpose

3. 3
 New or refined Leadership Competency Model with
competency assessment protocol for the organization
 Pool of talents with the required leadership
competencies to lead individuals and work teams to
achieve organizational goals
 Selected Top Talents with the required leadership
potential assessed from the Leadership Development
Program
 Successful completion of 5 Individual Action Learning
Projects by each participant
 Successful completion of Team Action Learning
Projects in alignment with the organization’s KPIs and
strategic projects
Program Deliverables

4. 4
"Leaders aren't born, they are made.
And they are made just like anything
else, through hard work. And that's the
price we'll have to pay to achieve that
goal, or any goal." ~ Vince Lombardi
Are Leaders born or made?
Few are born leaders.
The rest of us have to
learn to lead.

5. 5
Identify
performance
issues
Clarify high
performance
expectations
Identify
performance
gaps & “hot
spots”
1.3
1.2
Refine/Develop
Leadership
Competency
Model
Define
Leadership
competency
elements
Develop
Leadership
Development
Blueprint
2.3
2.2
Establish
Leadership
Development
Project Team
Design &
develop
learning
solutions
Plan roll-out
of Leadership
Development
Program
3.3
3.2
Deliver
learning
Solutions
Assign
Individual and
Team Learning
Projects
Individual &
Team Coaching
for projects
4.3
4.2
Monitor
Individual &
Team Projects
5 - PHASE LEADERSHIP DEVELOPMENT PROCESS
ANALYZE
the Needs
Phase 1
DEVELOP
the Blueprint
Phase 2
PLAN
the
Implementation
Phase 3
IMPLEMENT
the Plans
Phase 4
MONITOR
Performance
Improvements
Phase 5
1.1 2.1 3.1 4.1 5.1
Evaluate
performance
and rectify
weakness
5.2
Final
evaluation &
Graduation
5.3
Leadership Development Process

6. 6
Final
Evaluation
&
Graduation
Specialized
Programs
for Top
Talents
LEADERSHIP DEVELOPMENT PROGRAM BLUEPRINT
Individual
Project 1 E Individual
Project 2 E Individual
Project 3 E Individual
Project 4 E Individual
Project 5 E
Team Action Learning Projects (KPI based) E
Individual & Team Action Learning Projects Evaluation & Coaching
Needs
Analysis for
Leadership
Devt
1
Develop
Leadership
Competency
Model
2
Immediate
Supervisor
Briefing on
LDP
3
PRE-Program
Leadership
Assessment
(by Sup.)
MID-Program
Leadership
Assessment
(by Sup.)
POST-Program
Leadership
Assessment
(by Sup.)
1 Month 1 Month 1 Month 1 Month 1 Month 1 Month 6 Months
Program Development Program Blueprint
5
Module1
Program
Intro &
Personal
Mastery
4a
Module 2
Strategic
Thinking
4b
Module 3
Project
Mgmt
4c
Module 4
Collaboration
4d
Module 5
Inspiring
People
4e
Leader Development Learning Solutions4
1 Month

7. 7
What are the
performance
needs to achieve
results?
What are the
performance
issues/problems?
What competencies
do the performer
need to do the job?
PERFORMANCE
NEEDS
PERFORMANCE
ISSUES
COMPETENCY
NEEDS
LEARNING
SOLUTIONS
BUSINESS
NEEDS
What are the
business
needs?
? ?
?
?
? ?
What knowledge/skill/
beliefs they must learn
to reduce the
competency gap?
Training Related
Non-Training
Related
Training Needs Analysis1

8. 8
Organization’s
Vision,
Mission,
Strategies &
Core Values
Interviews &
Workshop
with Senior
Management/
Managers
Organization’s
Leadership
Competency
Model
Approval by
Management
to adopt &
implement
Leadership
Competency
Model
 Leadership Competencies describe behaviors that
define leadership excellence required of leaders of
an Organization to drive sustainable performance
 The purpose of the Leadership Competency Model
is to drive leadership development of leaders across
all levels of the Organization
Leadership Competency Model Development2
1 2 3 4

9. 9
Each leadership competency has :
DEFINITION - a formal statement of the exact meaning of the competency
DESCRIPTORS - competency elements or terms that serve to describe
and the “observable and actionable behaviour “ that are required for the
competency
An Example of a Leadership Competency
Competency Definition Descriptors
Teamwork Leads cross-functional
and diverse teams
towards a common goal
and to attain strategic
objectives
• Demonstrates the ability to work with
others irrespective of gender, race and
age in pursuit of the organization's goals
• Puts aside individual goals when
necessary to focus on group objectives
• Works to manage disagreements and
negotiate resolutions to intra-team and
inter-team conflict in order to create a
conducive work environment
Leadership Competency Model Development2

10. 10
Personal Mastery
Influencing Change
Strategic Thinking
Inspiring People
Collaboration
Mastering self and role-modeling for others to follow
Initiating changes for continuous improvement
Charting the right direction, strategies and actions
Achieving results for organization and self fulfillment
Teaming and partnering to achieve common goals
PROGRESSIVE LEADERSHIP
COMPETENCY MODEL
Leadership Competency Model Development2

11. 11
Level Level 1 Level 2 Level 3 Level 4
Role Support Operational Tactical Strategic
Position Executive Supervisor Manager Senior Management
LEADERSHIP COMPETENCIES (Able to)
Personal
Mastery
Strategic
Thinking
Project
Management
Collaboration
Inspiring
People
Low HighIncreasing complexity in Competency
Competencies
needed to lead
Work Teams to
support
initiatives to
achieve
performance
targets
Competencies
needed to lead
Sections to
implement
projects to
achieve
performance
goals
Competencies
needed to lead
Departments to
deploy strategic
projects in
alignment with
Organizational
Vision, Mission
and Strategic
goals
Competencies
needed to lead
the
Organization or
Business
Divisions to
achieve
Organizational
Vision, Mission
and Strategic
goals
Leadership Competency Model Development2

12. 12
 To update the participant’s Immediate Supervisors on the
organization’s Leadership Development Program
 To seek their critical involvement in the development of the
participants through:
 assessing the participants’ progress throughout the program
 approving and supporting the participants’ individual and
team action learning projects
 Mentoring and coaching the participants
 Completing the leadership assessment of the participants -
Pre, Mid & Post assessments
OBJECTIVES
Briefing for Immediate Supervisors3

13. 13
Module 1 (3days)
Program
Introduction &
Personal
Mastery
4a
Module 2 (3days)
Strategic
Thinking
4b
Module 3 (3days)
Project
Management
4c
Module 4 (3days)
Collaboration
4d
Module 5 (3days)
Inspiring
People
4e
• Opening Address
by Senior Mgmt
• Program
Overview &
Orientation
• Introduction to
Leadership
• Team Building/
Bonding
• Personal Mastery
• Problem Solving
& Decision Making
• Law of Success
• Self-Assessment
• Strategic Thinking
• Strategic
Management
• Sun Tzu Art of
War
• Innovation &
Creativity
• Self-Assessment
• Project
Management
• Flawless
Execution
• Self-Assessment
• Leading Work
Teams
• Networking
• Communication
• Managing Your
Boss
• Collaboration
• Self-Assessment
• Gaining
Commitment
• Law of Attraction
• Inspiring People
• Self-Assessment
The above are generic learning solutions for Progressive Leadership Competency Model and could be
customized to the organization’s needs
It is recommended that Module 1 be an off-site residential program with evening sessions to cater for
Team Building/Bonding activities. It will also focus on opening address by Senior Management,
Program Introduction & Orientation, Introduction to Leadership and Team Building/Bonding
1
2
Leadership Development Learning Solutions4

14. 14
Specialized Learning Programs are for further leadership development
of Top Talents selected from the Leadership Development Program.
Some of the Specialized Learning Programs are:
 Leadership/Executive Coaching
 6-Sigma Green Belt
 Benchmarking Visits
 Napoleon Hill’s Science of Success
 Total Quality Management
The Specialized Learning Programs will be identified during the
Leadership Development Program as additional learning and
development needed to further enhance the leadership competencies of
the Top Talents, to be completed in 6 months
Specialized Learning Programs5

15. Thank You
yewyip@gmail.com