Heitger Consulting ECLF_Leadership Development as an Example
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Heitger Consulting ECLF_Leadership Development as an Example

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    Heitger Consulting ECLF_Leadership Development as an Example Heitger Consulting ECLF_Leadership Development as an Example Presentation Transcript

    • In Search of an Integrated Model of Corporate Learning Leadership Development as an Example 9th Annual ECLF Conference June, 19th 2013 Dr. Barbara Heitger ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 1
    • Content 1. Claims & Reality 2. Business – Leadership – Leadership Development 3. Complexity – Levels of Leadership 4. Trends Shaping Business and Leaders 5. Examples 6. Strategies for Learning Agencies ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 2
    • Claims Request 1 Request 2 ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 3
    • … and Reality “We are flying blind at the moment, but we keep our heads above the water - only because we are pragmatic, networked and there are experienced people” “We are changing for 10 years now - got used to it stability comes from within: relationships - there is pretty much silence between top and middlemanagement.” “They are all exhausted – we cannot exchange all leaders – we didn’t manage to create innovative working frameworks for leaders.” “We start – but the wheels are already skidding.“ “We’ve got to get out of the river but the current is too strong – we only observe everything in detail and from within.” ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 4
    • ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 5
    • The Perfect Fit! - Lost in Translation? Leadership Development Strategy Leadership Strategy Business Strategy ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 6
    • Complexity-Levels of Leadership ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 7
    • Trends Shaping Business From multi-national to global From value-creating companies From designing products and services to value-creating networks to designing customer experiences From crises-robustness to agility and resilience From opacity to transparency From deciding and implementing to co-creation From hierarchies to communities ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 8
    • Trends for Leaders Network economy accelerated by web 2.0 – new realities: • Open, transparent, sharing • New communities compete with Taylorism (hierarchy, Division of Labour) • Equality / „peer2peer“ • High intensity and speed of interactions – responsiveness needed • Sense-making, identity and trust as challenges and enables • Tension between letting go into self monitoring and staying responsible as a leader ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 9
    • Profession: Leader Practice makes perfect! ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 10
    • Trends Shaping Leaders • • • • • • • • • • • Drive to build & grow things Creating sense, develop storyline Networking capability & create commons Rapid prototyping & cocreative capabilities Create resilient solutions and agile organizations Create and communicate clarity Skills at „dilemma flipping“ Immersive learning ability Lead with quiet transparency Intercultural competences Social Media Literacy as a must ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 11
    • Future Leadership Communities Collective leadership  a high performance team sport • • • Cross-X dialogues - openness & trust „explore“ settings dealing with future, strategy on strategic uncertainties & change Develop „leadership ID“ ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 12
    • Example: HR Business Partners as Leaders A Dynamic Blend of Individual, Group Learning – integrating Partners & Clients and implementing new HR Organization 12 months Business Partnership & Clients Prework Intensive individual diagnosis HR Services as vital Partner Learning Journey Leveraging know-how – Sharing Intervision Development Goals & Feedback Collaborate with competence centers HR Future Strategy Mastery Post/ integration work • key insights & Evaluation • HRBP Strategies & Masterplan for Customers ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 13
    • Examples: Treasure Hunt for Innovation Discovering • Create a sense of need for innovation • The core team has overall process responsibility • Organizational diagnosis of the core questions • Preparation of the management team (case studies, expertarticles...) • Kick-off with each travel group to become familiarized with the methodology • Consistent processing of the content among the core team • Careful choice & briefing of the visited partners Raising awareness Generating curiosity Finding and Understanding • Intense exchange during the journey • Facilitated 'off-the-record' dialogues with the learning journey partners and ‘jump in’ inspections • Facilitated group analyses to develop hypotheses and ideas related to the search assignments • Coaching and challenging provided by external consultants LGI: Transfer • Intense discussion and assessment on generated ideas & hypotheses with the entire international management team (travelers and non-travelers) • Learning and development of a ‘take-home-agenda’ on a personal, individual and organizational level • Detailed follow-up of the journey • Innovative initiatives developed through commitment • 3x3x3 principle Fostering inspiration Understanding levers Developing new ideas Gathering new energy Substantiation and implementation of ideas Celebration of successes and reinforcement of strengths ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 14
    • Examples from Our Experience Simple Complicated Complex 1 Chaotic HR-Business Partner introduction with a telecom corporation 2 Learning Journey with a hidden champion ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 15
    • Learning Agencies Have to… 1. Observe more and diagnose... • People, organization and strategic context of leadership (individual, teams and collective) complexity level and leadership strategy & narrative; bring in your expertise as learning expert 2. Establish cocreative development-settings 3. Design principles: • Content and steering principles aligned with complexity level • Incentivize collective learning • Use settings for learning that are in itself emergent and open to the outcome – but business relevant ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 16
    • Learning Agencies Have to… 3. Design principles (continued): • Create energy, activate, strengthen individuals and communities • Integrate realistic work-surrounding in learning methods (web 2.0, virtuality) blended learning • Foster individual ownership for development • Integrate 70:20:10 principle in concept • Customers , suppliers, partners - make detours to other worlds • Balance: reflect, share, relief and explore, challenge, stretch ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 17
    • Learning Agencies Have to… 4. Learning consultant as guidance counselor (US Highschools) for individuals & organization entities: „70%“ as new area for learning agencies 5. More hybrids needed that integrate if needed strategy communication, leadership community building, change implementation, innovation, anchoring cultural change, integration across silos and countries, community networking ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 18
    • Perfect Fit – Your Interpretation? Leadership Development Strategy Leadership Strategy Business Strategy ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 19
    • The right to be led under whatever circumstances! ECLF – Conference 19. June 2013 Dr. Barbara Heitger Seite 20