Strategy-Linked Leadership programs are much more than training programs that teach behaviors and skills. They are action oriented. Some of them even look more like planning off-sites than training programs.

The planning process for a Strategy-Linked Leadership Program includes:

• Review the strategy and the leadership challenges it represents.
• Audit/Revise the existing leadership model: Is it robust enough to address the strategic challenges?
• Develop multi-media content modules that identify and reinforce required leadership behavior. (Recent content has included modules on risk management, peer coaching, using stories, learning from failure, engaging others, moral leadership, building alliances.)
• Create leadership learning experiences that use group learning, individual actions, and coaching.
• Target participants whose actions will have the greatest impact on the company’s strategy.
• Develop an aggressive roll-out plan linked to significant strategic milestones.
• Create a measurement plan linked to strategic milestones.

The successful facilitator in a Strategy-Linked Leadership Program has to rely on a range of capabilities that start with the ability to bridge the gap between behavior and strategy. In addition, these programs also require that the facilitator:

• Coach senior executives on their role as engagement leaders during the program.
• Keep current with the company’s strategy.
• Manage the inevitable ups and downs of group discussions that focus on real-time leadership challenges.
• Help participants become better peer coaches.
• Bring leadership concepts alive with real stories from inside and outside the company.

Strategy-Linked Leadership Programs require a true partnership between the outside facilitator/content expert and executives and HR professionals inside the company. Together they forge a common message that is reinforced with learning experiences and real-world actions.