It’s never too early to start planning for the year ahead, and this includes developing and boosting your leadership strategies now. Jackie Gordon, Director at Dovetail, emphasises the importance of proactive planning: "Leadership success isn't a product of chance, but of strategic foresight."

At Dovetail, we look at three key areas when it comes to HR strategy: Engagement, Attraction and Retention. 

Your Current Landscape

Understanding where your leadership is at present, is the first step in guiding your strategy.  You want to know which strengths you as an organisation and leadership team have to propel your leadership forward, and what weaknesses may be holding you back. Here are some action points to consider that can be implemented straight away:

• Conduct Leadership SWOT Analysis workshops: Begin by running workshops to evaluate strengths, weaknesses, opportunities, and threats (SWOT) in current leadership models. This hands-on approach, best facilitated by independent HR experts, can offer real-time insights and give you a starting point for your strategy.

• Facilitate Leadership Reflection workshops: Arrange workshops where leaders, both emerging and established, come together to reflect upon their experiences, challenges, and successes. Using tools like guided reflection exercises, case studies, and group discussions, these sessions can provide a safe space for leaders to introspect and learn from each other's journeys. These workshops not only give insight into the current leadership landscape but also foster a culture of continuous learning and collaboration.

Engagement: building involved leaders

Engagement is the cornerstone of effective leadership. It embodies how leaders connect, inspire, and resonate with their teams. As Jackie emphasises,

Building engagement in your leaders can take many forms, and you can initiate some programs now:   

• Active Listening seminars: Engage experts to run seminars teaching leaders the power and technique of active listening, ensuring that they understand and can respond to team members effectively.

• Continuous learning bootcamps: Schedule regular bootcamps or workshops (eg Lunch and Learn) focusing on emerging industry trends, innovative leadership techniques, and other vital areas, ensuring your leaders remain on the cutting edge. This also gives your leadership forums in which to interact on issues outside of BAU (business as usual), fostering ideas and relationships.

• Implement Feedback surveys: In our digital age, leveraging technology is helpful in gathering actionable insights that can be used to drive leadership strategy. By implementing regular feedback surveys, organisations can tap into the thoughts, feelings, and perceptions of their employees, as well as their leadership.

Attraction: Identifying and cultivating future leaders

The Australian marketplace is currently experiencing an unprecedented tug-of-war, with businesses fiercely competing for top-tier talent. This "war for talent" underscores the need for not just attracting the right individuals, but also nurturing them into future leaders. It's no longer enough to merely fill roles - companies must strategise in order to attract visionaries who can drive innovation and growth. Organisations need to be able to identify and cultivate these future leaders.

• Leadership Identity workshops: Craft a workshop to help potential leaders currently within the organisation define and develop their unique leadership identity, aligned with the company’s values. These types of exercises signal future potential to employees and a sense of being recognised for their contribution. It also helps them start to craft their leadership style and aspire to leadership roles within the organisation.

• Leverage HR tech for talent scouting: Harnessing the power of advanced HR technologies can significantly enhance the process of identifying and nurturing potential leaders. By tapping into AI-driven tools and analytics platforms, organisations can efficiently pinpoint candidates with leadership potential, streamline the recruitment process, and ensure a consistent approach to talent acquisition and development.  Engaging with potential future hires is also a great way to promote your Employer brand in the marketplace

• Run Diversity and Inclusion training: Organise sessions emphasising the importance and implementation of diverse leadership, ensuring your team is equipped to create an inclusive environment which will help attract new leaders and create a positive and engaged culture. For more on this read our article HERE

• Conduct Leadership Brand Value Alignment sessions: Helping your leaders to attract talent is an important part of team development.  By ensuring that leadership is in sync with the company’s ethos and values, prospective talents get a clearer picture of what the organisation stands for. It's about showcasing a genuine commitment to those values, rather than just mentioning them on the company website. In these sessions, leaders dive deep into the company’s values, understanding their nuances and significance in practical scenarios. By aligning leadership actions with organisational values, companies can present a united and authentic front.
  
  This authenticity resonates deeply with potential hires who are not just looking for a job, but a workplace where they can truly belong and thrive. When a company's leaders embody its core principles, it sends a powerful message to prospective talent about the integrity, purpose, and culture of the organisation. In essence…

Retention: ensuring longevity of quality leadership

Having strategies in place to guarantee the longevity of exceptional leadership is paramount. As an organisation you want to ensure they remain both content and contributing positively to the company's trajectory. Especially when competitors will be regularly tapping them on the shoulder.

• Mentorship Programs: Pair emerging leaders with experienced ones in structured mentorship programs, which can be externally facilitated by specialist companies like Dovetail. Formalised programs such as this foster knowledge transfer and promote growth within the organisation.

  They contribute to a sense of belonging and purpose for both mentors and mentees. Mentees feel valued and understood, knowing that the organisation is investing in their growth and success. They are more likely to remain with a company where they have strong professional relationships and see clear pathways for advancement. On the flip side, mentors often experience a renewed sense of purpose, finding satisfaction in guiding the next generation. Together, these bonds foster a loyal workforce and a reduced inclination to seek opportunities elsewhere, leading to decreased turnover and consistent organisational growth.

• Leadership Well-being Retreats: In an ever-demanding corporate landscape, leaders face immense pressures that can take a toll on their mental and physical health. Leadership Well-being Retreats offer a sanctuary for these individuals, providing a chance to disconnect, rejuvenate, and refine their skills away from the daily grind. These retreats combine mindfulness sessions, resilience workshops, physical activities, and peer discussions, creating a holistic experience. Leaders emerge with a clearer mind, better decision-making abilities, and renewed energy.
  
  The benefits of these retreats extend beyond individual rejuvenation. When leaders prioritise their well-being, it sets a tone for the entire organisation, cultivating a culture that values holistic health. This not only enhances overall productivity and reduces burnout but also fosters a positive organisational culture and ensures leadership continuity.

In conclusion, shaping your leadership strategy demands actionable, strategic steps. Now is the perfect time to start planning and implementing. To find out how we can help you with your leadership strategy please CLICK HERE

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