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How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this ...

How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.

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  • For global audience – what was translated or localized? How did we deal that?
  • Data gathered through the Evaluation functionality of the Coats LMS.

Blended threads: Global leadership development at Coats Presentation Transcript

  • 1. Blended Threads Global Leadership Training at Coats Cammy BeanGary Droghini
  • 2. About Us Cammy Bean VP of Learning Design Gary Droghini Global Talent & Learning
  • 3. The challenge: A large global manufacturing organization…
  • 4. …needing to up-skill over a thousand front-line and middle-managers in core leadership skills?
  • 5. It’s about finding the right blends: in our approach, our partners, our solutions.
  • 6. 1.Understanding the challenge.
  • 7. Coats is the world’s leading industrial thread and consumer textile crafts business. Over 20,000 Employees In 70 countries across six continents 2013 Revenues US $1.7bn
  • 8. A historical look at leadership at Coats
  • 9. New Principles and Goals
  • 10. The dawn of a new Leadership Capability Framework (LCF).
  • 11. So many ways to blend effective learning. The 70-20-10 Model On the job People Formal
  • 12. Aiming for a true blend and not a bolted-on experience.
  • 13. So many blends of skills and capabilities in our managers.
  • 14. Our core audience. Front-line and middle-managers Shift Supervisors to small country Managing Director No High School to University Fresh out of school to seasoned veteran Varied professional development 70 countries! Varied levels of computer literacy
  • 15. 2. Finding the right partner blend.
  • 16. The RFP. Questions we asked: • What expertise do you bring? • Examples where you have had successful blended learning solutions—how do you propose to incorporate the 70-20-10 model? • How do you propose to engage the learners (given our diversity) and ensure the needed development occurs? • How do you propose to involve the line manager in the development of the learner? • What makes you capable of responding to our need on a global basis? • Why should we select you to be our long-term partner in the development of our leaders?
  • 17. We tied the knot with two partners who had complementary areas of expertise.
  • 18. 2. Moving into Design
  • 19. The Big Picture
  • 20. Supportive Module Launching and Learning Assessments 2 days face-to-face 20 participants per event Foundation Module How are we doing? Check-in and reinforcement: webinars in groups of 10 Consolidation Webinar Anchoring the Manager Community 1 day face-to-face: Sharing, celebrating and building; a platform for ongoing self-development Consolidation Workshop 1. Leadership 2. Acting with Integrity 3. Building One Team 4. Managing Change 4 elearning modules completed and ‘signed off’ over an 8-month period Core Modules 1. Delivering Results 2. Balanced Judgement 3. Process Excellence 4. Driving Innovation Further 4 elearning modules over an 8- month period Core Modules The Big Picture Overall design.
  • 21. Supportive Module Launching and Learning Assessments 2 days face-to-face 20 participants per event Foundation Module How are we doing? Check-in and reinforcement: webinars in groups of 10 Consolidation Webinar Anchoring the Manager Community 1 day face-to-face: Sharing, celebrating and building; a platform for ongoing self-development Consolidation Workshop 1. Leadership 2. Acting with Integrity 3. Building One Team 4. Managing Change 4 elearning modules completed and ‘signed off’ over an 8-month period Core Modules 1. Delivering Results 2. Balanced Judgement 3. Process Excellence 4. Driving Innovation Further 4 elearning modules over an 8- month period Core Modules The Big Picture Foundation Module.
  • 22. Supportive Module Launching and Learning 2 days face-to-face 20 participants per event Foundation Module How are we doing? Check-in and reinforcement: webinars in groups of 10 Consolidation Webinar Anchoring the Manager Community 1 day face-to-face: Sharing, celebrating and building; a platform for ongoing self-development Consolidation Workshop 1. Leadership 2. Acting with Integrity 3. Building One Team 4. Managing Change 4 elearning modules completed and ‘signed off’ over an 8-month period Core Modules 1. Delivering Results 2. Balanced Judgement 3. Process Excellence 4. Driving Innovation Further 4 elearning modules over an 8- month period Core Modules Core Modules (self-paced e-learning).
  • 23. Supportive Module Launching and Learning 2 days face-to-face 20 participants per event Foundation Module How are we doing? Check-in and reinforcement: webinars in groups of 10 Consolidation Webinar Anchoring the Manager Community 1 day face-to-face: Sharing, celebrating and building; a platform for ongoing self-development Consolidation Workshop 1. Leadership 2. Acting with Integrity 3. Building One Team 4. Managing Change 4 elearning modules completed and ‘signed off’ over an 8-month period Core Modules 1. Delivering Results 2. Balanced Judgement 3. Process Excellence 4. Driving Innovation Further 4 elearning modules over an 8- month period Core Modules Consolidation Events (to find out how we are doing).
  • 24. Supportive Module Launching and Learning 2 days face-to-face 20 participants per event Foundation Module How are we doing? Check-in and reinforcement: webinars in groups of 10 Consolidation Webinar Anchoring the Manager Community 1 day face-to-face: Sharing, celebrating and building; a platform for ongoing self-development Consolidation Workshop 1. Leadership 2. Acting with Integrity 3. Building One Team 4. Managing Change 4 elearning modules completed and ‘signed off’ over an 8-month period Core Modules 1. Delivering Results 2. Balanced Judgement 3. Process Excellence 4. Driving Innovation Further 4 elearning modules over an 8- month period Core Modules Integrating line manager support throughout the program as well as cohort groups.
  • 25. 3. A closer look at e-learning design.
  • 26. October 2012: A two day face- to-face design workshop Kicking off the e-learning design process.
  • 27. Weaving our expertise together. Leadership content expertise eLearning design and development Coats culture and context
  • 28. Principles: Introduce new concepts about leadership, but within the Coats context.
  • 29. User personas. Making our audience part of the program.
  • 30. Principles: Keep the core modules short and focused.
  • 31. And so we often split a Core Module into two stand-alone topics. Part one: entry level knowledge and awareness. Part two: activity based to provide opportunity to apply key principles and dig a little deeper.
  • 32. By end of April, we had built 13 stand-alone modules: • Leadership: Making the connection • Leadership: Your role in people development • Acting with Integrity: Guiding Principles • Acting with Integrity: Navigating the Gray Areas • Building One Team: What makes a team? • Building One Team: Communication is key • Making Change: What is change? • Making Change: Change in action • Delivering Results • Balanced Judgment • Process Excellence: A simple approach • Process Excellence: Demanding quality every time • Driving Innovation: Creating an innovative culture
  • 33. Principles: Connect to real world through relevant leadership activities and human connection.
  • 34. 4. Moving into e-learning development.
  • 35. Our process to script each Core Module. 1. Kineo/TOG detailed content meeting. 2. Kineo writes design scoping table. 3. TOG reviews D1; TOG and Coats review D2. 4. Kineo writes script/storyboa rd. 5. TOG reviews D1; TOG and Coats review D2. 6. Module moves to production!
  • 36. Choosing Articulate Storyline.
  • 37. Let’s take a look.
  • 38. 5. Implementation
  • 39. Maximizing our LMS
  • 40. Localization and translations.
  • 41. 6. Evaluation
  • 42. Metrics to date Participants: –To date 180 –Added in 2014 220 –Total target population 1,000 +
  • 43. Where did they come from? • Africa 5 • Europe 35 • Latin America 20 • North America 20 • North East Asia 20 • South Asia 40 • South East Asia 20
  • 44. Metrics to date “Makes me a better leader” –Assessments Feedback 86% –Foundation Module 94% –Line Manager Support 93% –MCD Overall (to date) 99%
  • 45. Comments and feedback. I am changing my style of working and executing the managerial task towards leadership attitude & decided to conduct the future appraisal in a different way by following the effective feedback tool provided in the programme. South East Asia
  • 46. Comments and feedback. I will be looking more to the future development of myself & my group. I also I had the chance to learn more on how to be a leader not just a normal manager. Europe
  • 47. Comments and feedback. The Foundation Module was definitely an excellent time to understand concepts of leadership that will help me be a better leader. Latin America
  • 48. Comments and feedback. Getting to the leadership aspects, communication improvements, effective feedback giving and taking - all the 3 aspects I am started experiencing in the work and personal life. South Asia
  • 49. Comments and feedback. Our approach and behavior will be aligned with Coats' Leadership Capability Framework and this will enable us to deliver what exactly is expected of us. South Asia
  • 50. 6. Lessons Learned • Obtain top level support • Find trusted and capable partners • Start with the end in mind! Determine objectives and have an overall vision • Involve stakeholders in design / development • No detail is too small; it’s all in the planning and design • Have a capable systems analyst: one who knows both worlds of technology [LMS] and training
  • 51. 7. Where we go from here…
  • 52. Questions?
  • 53. Download the free Blended Learning Today guide. http://www.kineo.com/resources/papers-and-guides/learning-strategy- and-design/designing-blended-learning
  • 54. Contact us. Cammy Bean VP of Learning Design, Kineo Cammy.bean@kineo.com Gary Droghini Global Talent & Learning, Coats gary.droghini@coats.com