The Leadership Development Plan From The Corporate And...

Introduction The leadership development plan from the Corporate and Executive Development Centre (CEDC) focuses on an outlook beyond technical improvements, and towards stimulating the company’s leaders to master personal behavioural changes required in supporting the operational tasks. The Corporate and Management Development Centre will outline observations that will contribute towards an accurate assessment of the status quo at Connections and diagnose potential areas for intervention. On the basis of the before mentioned observations, with consideration of industry practice, a leadership development initiative will be presented, with emphasis on stimulating non-technical skills and behaviours. Furthermore, the report will illustrate†¦show more content†¦As organisations progress into the digital age of today, many traditional business practices are being disrupted by innovations. Gold et al. (2010) makes an observation of the new trends for employees to pursue development stim ulated by their own initiative. A cost-effective way of approaching training and development at Connections is the introduction of an eLearning system. The system perceives an online interface where organisations can provide employees with categorized trainings on a range of topics to support the day-to-day agenda. The benefits are numerous, including the ability to learn at their own pace and custom learning. Supported by appropriate technology, the eLearning platform can help systemise the development process. From taking certain aptitude and personality tests to choosing courses that match an individual’s knowledge gaps and assessing results through further testing, eLearning can be an effective and low cost solution. Personal experience from an undertaken internship in a firm where eLearning is integrated indicates that when coupled with certain reward and motivation systems, one can identify learning patters, evaluate the skills and competencies acquired and assess indiv idual’s desire to progress. Smet et al. (2012) emphasize the importance of tying training objectives to specific