2 Define your leadership profile

The next step to create a leadership development program is to define your leadership profile. This is the set of attributes, behaviors, and values that you expect from your current and future leaders. Your leadership profile should reflect your practice's vision, mission, and culture, as well as the specific challenges and opportunities that your leaders face. You can use various tools and frameworks to define your leadership profile, such as competency models, personality assessments, or feedback surveys. Your leadership profile should be clear, consistent, and measurable, so that you can use it as a basis for selecting and developing your potential successors.

3 Identify and select your potential successors

The third step to create a leadership development program is to identify and select your potential successors. You need to look for candidates who have the potential to grow into the critical roles and functions that you have identified, as well as match your leadership profile. You can use various sources and methods to identify and select your potential successors, such as performance reviews, career aspirations, nominations, or assessments. You should also consider the diversity and inclusivity of your talent pool, as well as the readiness and willingness of your candidates to take on new challenges and responsibilities.

5 Communicate and engage your stakeholders

The fifth step to create a leadership development program is to communicate and engage your stakeholders. These are the people who are involved in or affected by your succession planning and leadership development process, such as your current leaders, potential successors, staff, customers, or partners. You need to communicate and engage your stakeholders in a transparent and timely manner, so that they understand the purpose, benefits, and expectations of your leadership development program. You also need to solicit and incorporate their input and feedback, as well as address any concerns or issues that they may have. By communicating and engaging your stakeholders, you can build trust and commitment, as well as foster a culture of learning and development in your practice.

6 Review and update your program

The sixth step to create a leadership development program is to review and update your program. You need to regularly evaluate the effectiveness and relevance of your program, as well as the performance and potential of your potential successors. You also need to adapt your program to the changing needs and circumstances of your practice, as well as the feedback and suggestions of your stakeholders. By reviewing and updating your program, you can ensure that your leadership development program is aligned with your succession planning goals, as well as the current and future needs of your practice.