1. Get leadership buy-in. You will need more than just financial support. Leaders should be prepared to participate in the creation, administration and operation of the program.
2. Understand the long-term commitment of the undertaking. Leaders are not created overnight, nor are leadership development programs. This is an investment in the future of the company.
3. Hire experts to help. Not all expertise exists in one place. There is nothing wrong with acknowledging that someone might know something you do not.
4. Look at peer companies to see what they’re already doing that you may be able to build on. Get the perspective of human resources staff and managers—both within your company and outside of it.
5. Survey executives and managers to identify leadership development gaps.
6. Make it engaging and keep it relevant. Use multiple teaching modalities and leverage real-world examples.
7. Make an explicit connection to your company’s vision, values and goals.
8. Create clear objectives for your program and determine how you will measure success.