Leadership and Rotational Development Program for Saudi Arabian Monetary Agency (SAMA)
Leadership development and rotational programs are crucial for building the potential, skills, and capabilities of new and existing employees. They provide employees with ongoing mentorship, in-depth experiences, as well as training across various functions within the organisation (Columbia University Centre for Career Education, 2016). Organisations rely on these programs to recruit and develop individuals for leadership responsibilities. This paper provides important guidelines for the design of a leadership development and rotational program for the Saudi Arabian Monetary Agency (SAMA). The program is aimed at fresh graduates with less than two years working experience.
Designing the Program
Program Objectives
The first step in designing the leadership development and rotational program is to define the objective of the program (Donnelly, 2016). It is indeed a critical step. The objective should resonate with the overall objective of the organisation. It should clearly be informed by what the organisation desires its future leaders to achieve. Having a defined objective is crucial for inspiring the trainees. When trainees understand the goal of the program in the wake of the general goals and objectives of the organisation, they are likely to exhibit the commitment and behaviours required to successfully complete the program. The objective in this case is to develop young leaders in the organisation and build their skills in various functions of the organisation. As a monetary authority, SAMA requires leaders with the ability to execute monetary policy, supervise commercial banks, and ensure stability of the financial system. The program ought to revolve around these competencies. In essence, the program must centre on the specific needs of the organisation.
Communicate the Program
The next step is to advertise the program throughout the organisation. It is important for everyone across the organisation to know that the organisation is embarking on a leadership development program. This is vital for ensuring transparency, fairness, and accountability. Crucial information that should be included in the announcement includes the length of the program, its location, objectives, benefits, as well as educational and experience requirements.
Identify Leadership Candidates
With the goals of the program clearly defined and the organisation aware of the program, the next step is to single out individuals that are best suited for the program (Donnelly, 2016). This can be a daunting challenge for an organisation; it is not as easy as often thought. Some organisations may want to improve every employee's...
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