How to Make Leadership Development Goals Stick

Leaders routinely set ambitious goals for their teams and projects. Yet, how often do we apply the same rigor to our personal growth? Many leadership development goals falter under daily pressures.

True leadership development isn’t a one-time event; it’s a continuous journey requiring a structured approach, consistent effort, and genuine commitment. This article offers a practical guide for leaders ready to move beyond simply setting goals to achieving them. You’ll learn to identify key development objectives, build a robust plan, and ensure your leadership goals endure.

What Are Leadership Development Goals?

Simply put, leadership development goals are the objectives you set for yourself to help further your career. They relate to the training or education that contributes to your growth. This might include taking steps towards developing leadership skills, obtaining a new qualification, or even building confidence and finding more satisfaction at work. The idea is to use your goals as the foundation for your development plans and path forward as a leader.

The Importance of Goal Setting for Leaders

Setting goals as part of your leadership development strategy is crucial in measuring its effectiveness. They provide focus and direction for making practical steps towards improvement. Operating without clearly defined goals is like navigating without a map. You may still get to where you want to be, but it will take longer and you’ll encounter more obstacles. The leadership development goals you set help to align your personal and professional objectives; and they create a stronger sense of accountability.

How to Determine Your Leadership Development Goals

You may already have a clear goal in mind, but need help refining it into something actionable. Or you may be ready to enter the next phase of your leadership journey, unsure of exactly where you want to go. Whatever the case, identifying the right goals to pursue requires honest self-reflection and a deep understanding of both your personal aspirations and the needs of your organisation.

1. Conduct a Self-Reflection

Start by taking a candid look at your current leadership abilities. Consider your strengths as well as areas you know need improvement. Ask yourself:

• Where do I feel confident as a leader?
• What situations or tasks do I find most challenging?
• What feedback have I received from my manager, peers, or direct reports?

2. Use Assessment and Profiling Tools

Formal leadership assessment and profiling can provide invaluable, objective insights into your leadership style and potential areas for development. Tools like 360-degree feedback surveys, psychometric assessments, and leadership competency models offer structured data to guide your goal-setting process. These assessment and profiling tools can highlight blind spots you might not recognise on your own.

3. Align with Organisational Objectives

To maximise their impact, your leadership development goals must align with your organisation’s strategic priorities. Clarify the company’s key objectives and identify which leadership skills are most critical for achieving them. This alignment ensures your personal growth contributes directly to organisational success and demonstrates a clear return on investment for your development efforts.

Example: Develop advanced communication and stakeholder management skills to enhance cross-departmental collaboration, directly supporting the organisation’s goal of improving cross-functional efficiency by 15% within the next fiscal year. This aligns personal skill development with broader strategic objectives for organisational cohesion and productivity.

How to Make Leadership Development Goals Stick

Identifying your goals is only the first step. The real challenge is integrating them into your daily work and making consistent progress. Here are practical strategies to ensure your goals stick:

1. Make Your Goals SMART

The SMART framework is a classic for a reason: it works. Ensure each of your leadership development goals is:

• Specific: Clearly define what you want to accomplish.
• Measurable: Identify how you will track your progress.
• Achievable: Set realistic goals that challenge you without being overwhelming.
• Relevant: Ensure your goals align with your role and organisational needs.
• Time-bound: Set a clear deadline for achieving your goal.

Example:  Instead of “improve public speaking,” a SMART goal would be: “Present at three internal meetings over the next quarter and score an average of 4/5 or higher on post-presentation feedback surveys.”

2. Create a Detailed Action Plan

Break down each goal into smaller, manageable steps. For a goal focused on how to improve leadership skills in strategic planning, your action plan might include:

• Reading two books on strategic thinking this month.
• Enrolling in a relevant online course or workshop.
• Seeking mentorship from a leader known for their strategic acumen.
• Volunteering to lead a strategic project for your team.

An action plan turns a daunting goal into a series of achievable tasks, making it easier to get started and maintain momentum.

3. Schedule Time for Development

Treat your development goals with the same importance as your other professional responsibilities. Block out time in your calendar for learning, practice, and reflection. Whether it’s an hour each week to read, a monthly check-in with a mentor, or a dedicated training day, scheduling this time makes it a non-negotiable part of your routine.

4. Track, Reflect, and Adjust

Regularly review your progress. What’s working well? What obstacles are you facing? Be prepared to adjust your plan as you learn and grow. Leadership development is not a linear path; it often involves setbacks and course corrections. Consistent reflection helps you learn from your experiences and refine your approach for greater success.

5. Find an Accountability Buddy

Share your goals with a trusted colleague, mentor, or coach. An accountability partner can provide support, offer encouragement, and help you stay on track when your motivation wanes. Schedule regular check-ins to discuss your progress, challenges, and next steps. This external accountability can be a powerful motivator.

6. Celebrate Your Milestones

Acknowledge and celebrate your achievements along the way. Reaching a milestone, no matter how small, is a sign of progress. Celebrating these wins helps maintain your motivation and reinforces the value of your efforts.

Sustaining Leadership Excellence

Leaders who are committed to their own development are better equipped to guide their organisations through change and uncertainty. By continually improving your leadership skills, you can foster a culture of learning and adaptation that strengthens the entire organisation’s capacity to innovate and succeed. The design and ROI of a leadership program are intrinsically linked; your personal growth contributes directly to the business’s bottom line.

Ready to define your leadership journey? Start today by identifying one or two key development goals. Use the strategies outlined here to build a robust plan, and take the first step towards becoming the leader you aspire to be.