Elevate the System to Elevate Women Leaders

For many, the word “leadership” conjures an image of a single person at the helm, steering the ship. But it’s a misleading image. At CCL, we look at leadership as a social process, one that helps each person to discover the potential within themselves and — in turn — everyone around them. To jumpstart that potential, your organization needs to be intentional by ensuring that clear Direction, Alignment, and Commitment (or DAC) are present from the start, as these are really the keys to how leadership works. This introduction to our leadership philosophy dives into the Direction – Alignment – Commitment (DAC)™ framework, outlining how its key components can transform the way you approach leadership: Direction — Learn how setting a clear objective makes it easier to avoid the detours and distractions that pull us away from reaching our goals. Alignment — See how embracing cross-department networking and creating space for open and inclusive conversations can minimize confusion and maximize output. Commitment — Discover how making the success of the collective a personal priority can inspire team members to shift from compliance to motivated commitment. How can you boost DAC within your organization? We cover that too, with tips for engaging with your teams to identify areas of opportunity with the most potential for impact.

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When implemented effectively and comprehensively, leadership development has the potential to grow individuals and transform an entire organization from being one that merely meets its objectives into one that excels. That’s why one of the key benefits of leadership development is also simply that it creates competitive leadership advantage. And having a competitive leadership advantage not only raises the organization’s level of leadership capacity, developing a healthy leadership pipeline for the future, but also enables organizational agility, which is essential in today’s era of constant disruption. One of the most critical drivers of organizational success in adapting to change is effective leadership at all levels — not just at the top. To create the engagement and productivity required for this level of performance, leaders need to inspire others, drive innovation, collaborate across boundaries, and create an environment of psychological safety and inclusion. But these leadership skills don’t simply emerge and spread throughout the organization on their own. It takes focused effort and intentional strategy to optimize the leadership talent organizations need today and in the future. Building these needed skills, from the top to the bottom of your organization, can feel like an impossible task. How can you possibly get quality development into the hands of all employees to fully leverage the benefits of leadership development? The answer is by implementing a leadership development initiative that can be scaled. A scalable leadership development program is one that can easily be adapted and executed across an organization, regardless of its size or structure. A scalable development program unlocks leadership development’s benefits and creates significant competitive leadership advantage. Download our white paper today to learn the many benefits of leadership development and how to scale it to start building a stronger talent pipeline at your organization.

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All successful leaders need a network of champions who can provide guidance and support and advocate on their behalf. Discover why mentoring women (and sponsoring them) is critically important to career advancement, and learn how your organization can attract, retain, and advance more talented women leaders. Our free guide and workbook includes resources for senior executives, organizational leaders, HR departments, male colleagues and allies, and individual women at every stage of their careers. With our mentoring women workbook, you’ll learn: - The difference between a mentor and a sponsor, and why women leaders need both - How to recognize and respond to unconscious bias and gender stereotypes - Ways to identify and approach a possible mentor or sponsor, and questions to ask in a mentor-mentee conversation - Specific, simple ways to use your influence to help advance talented women colleagues - How to hold developmental conversations with rising stars - Tips for executives and HR teams looking to create mentoring programs to build the pipeline of women leaders at their organization. Whether it’s women mentoring women or men helping to advance rising women leaders, it’s critical that these working relationships exist within your organization to ensure people of all genders are supported and engaged. Use these resources and commit to sponsoring and mentoring women in the workplace. Together, we can help create a network of champions for talented women leaders everywhere.

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