Preamble
The most constant factor in life is change and as such no professional or human in general should allow him/herself to be left behind in the race of excellence.
For Leaders in the corporate world be it- Executives, Senior, Mid or Lower Supervisors or Heads, it is important to always refresh or renew our knowledge and skills, so our organization can continue to deliver value to clients and meet up with designed obligations and profit maximization.
The above brought alive the 4-Dimensional Leadership Development. It is also known as Executive Coaching. It presents supervisors, managers, and executives a fresh opportunity to enhance their knowledge and skill capacities as effective and successful leaders.
Breakdown of the 4-Dimensional Leadership
Development
The 4 D Leadership Development is a unique and exceptionally efficient approach to leadership capacity building. The model is grounded in relational, strength-based and constructivist principles and, combines a mix of knowledge, tools and strategies from human behavioral theory, organizational development, performance management, best-practice, and evidence-based leadership concepts.
4 D Leadership Development is geared towards validating and affirming what leaders are already doing well and offers, through an individualized assessment and development approach, strategies, and a variety of processes for enhancing overall leadership capacity
The model described above comprises of 4 different stages known as Dimensions.
These are listed below:
The Four Dimensions (Stages) of 4-D Leadership Development
The four stages are (i) Discover, (ii) Develop, (iii) Deliver and (iv) Discipline
1. Discover: This Dimension is the starting point. Although it initiates the process of leadership development, discovery is a process that is ongoing throughout all Dimensions and is critical for the most efficient and optimal development. Through collaboration with consultants, In-House Strategy experts and Executives, Leaders are supported to complete a Leadership Development Profile. This tool sets the discovery dimension/process in motion and results in a clear understanding of leadership experiences, strengths, needs and goals for leadership capacity enhancement. Maintains clear focus and direction and that leader’s efforts are purposeful and perpetual to approximate defined and preferred outcomes
2. Discipline: This is the most critical of all. It is the result of the preceding dimensions; it is about optimal learning and leadership development (Discipline). When learning and development are optimized, there are less challenges; less of a need for the negative type of discipline (reprimands, progressive discipline, firing) for the Leader, within the team and among all staff. Leaders are supported to develop the most effective and proactive tools for decreasing challenges, challenging/resistive behaviour and increasing optimal learning and development, the greatest discipline
The New Path
We need to begin to see ourselves as leaders because people watch and learn from us. This happens both in our private and public lives and as such we must always upgrade our leadership skills. Change is constant and same should be applied in our skills and service delivery. The industry we have found ourselves has been the most dynamic in the globe as at today –with the support of Information Technology. What this means is we must be renewed and always refreshed and should also see ourselves as leaders who should not fail.
3. Develop:
This Dimension focuses on key elements cultivated and leveraged within the discovery dimension; shaping and providing direction for an individualized Leadership Development Plan.
Through a collaborative process the Leader works with a designated consultant, in-house strategists, or even executives to develop the most effective plan for prioritized and preferred areas of development.
This dimension holds the greatest amount of work as it entails specifying and sharpening priority leadership enhancement objectives and the concrete steps necessary for the most efficient and successful leadership development.
4. Deliver:
Delivery is dependent upon the acute vision, plan and work developed from the previous dimensions. Through clear and relevant discovery combined with individualized and strengths-based capacity development, delivery of individual and organizational outcomes is inevitable.
The Leader will work with the consultant to ensure that the plan
-Provides supportive and collaborative external supervision
- -Helps in implementation of Organizational Vision and Mission alignment
-Helps leadership design and actualize purposeful intermediate and long-term personal and/or professional goal
-Prepare leaders to develop and support staff in terms of motivation, focus, enthusiasm
-Enhance relationship and communication in an organization
-Helps in managing conflict and “crisis” situations more effectively
-Assist in designing a proper work-life balance lifestyle
