Building Leadership Development from Scratch - ASTD 2011

Twitter: @BenjaminMcCall Building Leadership Development

Chris Brogan

@BenjaminMcCall Join the Conversation #LDP #GCASTD

3 Thoughts

Presentation/Talk Disclaimer
Leadership is a broad and evolving discipline that has many definitions and perspectives. If you were to do a query on the topic you would literally find thousands of definitions, approaches and studies supporting and disproving each distinct concept.
Among the over-arching ideas are Neuro Leadership, Primal, Authentic Leadership, Corporate and Non-Profit Leadership, Citizen-based leadership, etc. etc.
With this talk we will discuss approaches, recommendations and practices to help begin to create a leadership development based program. This presentation is meant to give insights into these ideas as we all should be aware that there is no one silver bullet. Each organization will need to define what outcomes and goals should be accomplished.
* When attending this session understand that the slide order is a guide and may not be followed as the needs of the audience may move in various directions. I cannot guarantee that after leaving this session that you will receive all the answers. What I can guarantee is that you will leave with at least one practical idea on how to begin and/or ReThink your Leadership Development efforts!
Enjoy!

It’s Nonya business… … What my Business Is!

Some stuff we already know?

Organizations with the highest quality leaders were 13 X more likely to outperform their competition in key bottom-line metrics (i.e. financial performance). Comparison : When leaders reported current leadership quality as poor, only 6 % of them were in organizations that outperform their competition .

3 Steps

Choose VS.

Increase Performance?

I used to think that running an organization was equivalent to conducting a symphony orchestra. But I don't think that's quite it; it's more like jazz. There is more improvisation . — Warren Bennis

Right leaders in the right roles
Growing leaders is Key!
Bolster Succession Efforts
Change the way you think about the role of Leadership
What efforts should we focus on…

Leadership Topics

Get to the point… What to think about for a Leadership Development Program
A. Evaluate:
Assess the Goal of the program  Why?
Assess the Goals of potential stakeholders  Why?
B. Identify LD Candidates
Succession Planning  
HIPO Non-Managers  
HIPO Level  
* Succession Plan, Nominations vs. Open to all
C. Real-World Application:
Using stories for application
Business case studies (inside and outside),
Speakers (internal and external) vs. Experiences

Assessments and Evaluation

Real Business Problems Games Experiential

Resources
I. What do you have at your disposal?
Past and current material
SME’s
LMS
Opportunity for rotational experience.
II. Outside the box
Leadership Moments
Roundtable Discussions
Lunch and Learns
Outside Vendors
Center for Creative Leadership Podcasts
Linkage, Inc.
Clips from Movies
- TED talks on Leadership
Games and Activities
How are others doing it?

Self - Driven

Teamwork ! Chris Brogan

Mentoring

Delivery of Topic by Level

Idea Sample for Set-Up

Levels of Evaluation

Ask: “What are the business Metrics”

Comparisons

What CEOs Measure? ROI Institute Survey of CEO’s in Fortune 500 Companies with “We” referring to the CEO’s answer on what their organization measures for Learning and Development. The Measure We Currently Measure We Should Measure in the Future My Ranking of the Importance of This Measure Percentage Average Rank Inputs: Last year, 78,000 employees received formal learning. 94% 86% 6.73 6 Efficiency: Formal learning costs $2.15 per hour of learning consumed. 78% 82% 6.92 7 Reaction: Employees rated our training very high, averaging 4.2 out of 5. 53% 22% 7.15 8 Learning: Our programs reflect growth in knowledge and skills of our employees. 32% 28% 4.79 5 Application: Our studies show that at least 78% of employees are using the skills on the job. 11% 61% 3.42 4 Impact: Our programs are driving our top five business measures in the organization. 8% 96% 1.45 1 ROI: Five ROI studies were conducted on major programs yielding an average of 68% ROI. 4% 74% 2.31 2 Awards: Our learning and development program won an award from ASTD. 40% 44% 3.23 3

SUMMARY of LDP THOUGHTS

INCLUDE?
Evaluation & Assessment
Key Business Drivers
Business Scenarios
Experiential
Self Lead & ILT

Metrics

Ordinary doing the Extraordinary

" Leadership at its core … is the right people, allowing the right people - in the right situations - do THEIR best work" — Me

Connect/Consult Leadership, Talent Management, HR & Organizational Development @BenjaminMcCall !!Subscribe!!!

DDI Study
Low satisfaction with effectiveness of leadership development
Ineffective development impacts current leadership quality & future bench strength
Leadership skills for the future are not the same as the past . Leaders aren’t effective in those skills
* Summary of DDI’s 2011 Global Leadership Forecast survey of 2600 organizations in 74 countries. Nearly 1,900 HR professionals and 12,500 leaders participated.
4. Development approaches: Classroom still at the top
5. Development only part of the equation for high quality leadership
6. The role of management is still in yester year mode
7. Higher Quality Leadership = Superior Business Performance

Metrics Metric/Tool Examples Surveys Smile Sheets, 30 Day Behavior Change, Annual Corporate Employee Satisfaction Survey Comparisons
Performance Mgmt System
Competency/Behavior Change
Performance of Direct Reports
Promotion Rates
360 Assessments
LDP vs. Everyone else
Mentoring Relationship Mentoring Surveys + involvement across the business View from Mentee / Mentor Business Metrics
Individual and Group contribution to Business Goals
Business Case Results
Performance and Annual Reviews
Delivery on Change Management
Increase Coaching and Business Contribution

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Building Leadership Development from Scratch - ASTD 2011

by Benjamin McCall on Nov 22, 2011

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Building Leadership Development from Scratch - ASTD 2011 — Presentation Transcript