2011 The Global Institute For Leadership Development
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2011 The Global Institute For Leadership Development

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2011 The Global Institute For Leadership Development

2011 The Global Institute For Leadership Development

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  • First, the learning framework is a competency-based leadership model that was researched and developed by Linkage and Warren Bennis. The study investigated what constitutes high-performance leaders as differentiated from average leaders. The resulting High Impact Leadership Model™, is the foundation of GILD from which all learning objectives flow. Specifically, GILD develops the leadership competencies , skills , and responsibilities that the study identified as critical to high impact leadership.

2011 The Global Institute For Leadership Development 2011 The Global Institute For Leadership Development Presentation Transcript

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  • Available Customized Learning Approach
    • Based on Linkage’s ongoing research into the differentiators of exceptional leadership, we have crafted a program design that blends the best learning methods found in university executive education programs, leadership academies, and large-scale global conferences. The result is a dynamic learning environment that maximizes engagement and continuous learning for participants; and deepens bench-strength while enhancing retention.
    • Benefits for GILD Participants:
      • Measurable growth in areas proven to differentiate superior from average leaders
      • Improved capacity to adapt to change and act on new business opportunities and challenges
      • An actionable and fully personalized development plan to drive long-term commitment to growth
      • Year-long exposure to new insights and perspectives through a global cast of faculty and participants
      • A network of global leaders who serve as a vibrant community of educational resources, business ideas, advice, and contacts
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • GILD Learning Objectives
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    High Impact Leadership Model™
  • Leadership Responsibility Sessions
    • The Leadership Responsibilities represent the pinnacle of the High Impact Leadership Model™. They are the tangible outputs of a leader that determine the overall success of an organization. Through these GILD sessions, some of the world’s most respected leaders will share strategies and new approaches to help you excel in these critical leadership responsibilities.
    • The 5 primary responsibilities of leadership are:
      • Creating the Vision - The responsibility of anticipating future demands and seizing on future opportunities while providing meaning, context, and motivation throughout the organization
      • Creating the Organization - The responsibility of building and developing the structure for high performance
      • Building a High Performance Culture - The responsibility of creating an environment in which employees develop and achieve
      • Driving Growth Through Innovation - The responsibility of building a culture that systematically anticipates future demands and seizes future opportunities
      • Producing Results - The responsibility of setting goals, monitoring progress, and driving flawless execution to achieve results in a competitive world
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • Leadership Competency Sessions
    • The Leadership Competencies represent the foundation of the High Impact Leadership Model™. They are ingrained mental, physical, social, and emotional behaviors that have been formed and adjusted over the span of a lifetime. During your GILD experience, you will be exposed to learning sessions led by world-renowned teachers and leaders that provide fuel and guidance for accelerated transformation of these competencies.
    • The 5 core competencies of leadership are:
      • Focused Drive - The capability of focusing on a goal and harnessing your energy in order to meet that goal– a balance between focus and drive
      • Emotional Intelligence - The capability of understanding and mastering your emotions (and those of others) in a way that instills confidence – a balance between perception and emotional maturity
      • Trusted Influence - The capability of evoking trust from others and placing trust in others to enable them to succeed – a balance between commitment and empowerment
      • Conceptual Thinking - The capability of conceiving and selecting innovative strategies and ideas for your organization – a balance between innovation and big picture thinking
      • Systems Thinking - The capability of connecting processes, events, and structures – a balance between process orientation and mental discipline
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • The Multi-pronged Learning Approach
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • 360  Leadership Assessment Instrument
    • Behavior change begins with an awareness of your strengths and areas for improvement
    • Several months before GILD begins, you will complete Linkage’s 360º Leadership Assessment Instrument™ (LAI), a multi-dimensional assessment that measures the differentiators in the High Impact Leadership Model™. This provides the heightened self-awareness that is necessary for individual behavior change to begin.
    • Some organizations prefer to use a different assessment instrument, such as one that the leaders have used in the past or one that is customized for their organization. The GILD team will work with your organization to map your competencies to the High Impact Leadership Model™ so that your leaders’ GILD experiences tie directly to their own assessment feedback.
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • One-on-One Executive Coaching
    • Achieve transformation by addressing your leadership strengths and developmental opportunities with an action plan for behavior change
    • Directed by individual results from the 360º leadership assessment, you will personally select and work one-on-one with an executive coach from GILD’s faculty of experienced professional coaches.
    • The coaching process includes two, one-hour private coaching sessions during the five-day program followed by a third tele-coaching appointment 4–6 weeks afterwards. Through these sessions, your coach will become a valuable resource in interpreting assessment results, crafting your Individual Development Plan, and monitoring progress on your goals for the year.
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    “ The time spent with my executive coach was priceless and provided me with a clear picture in developing action steps that will enhance my leadership presence” – Steve Wurn, President, Boys & Girls Clubs of Arlington, TX
  • Learning Teams
    • Learning is retained through collaborative critique and application to real-life situations
    • Learning teams are facilitator-led, peer teams of 15–18 leaders that gather each day to reflect on and share what they have learned and apply it to their pressing leadership challenges and opportunities. Participants are assigned to teams based on similar characteristics such as leadership experience, scope of responsibility, and preferred learning style.
    • Some organizations prefer to keep their leaders together throughout GILD so that they can immediately apply what they are learning to organization-specific opportunities and challenges. Based on the size of your team, this option may be available.
    “ Our return on investing time and resources at GILD directly links to our business profitability and how long term business strength. We have clear, honest interpersonal communications and we harness the power of individual accountability to passionately perform. GILD has provided us with a powerful platform for operational excellence and visionary strategic planning.” – Myron Stadnyk, President ARC Resources Limited
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • A Typical Day at GILD
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    7:30AM – 8:00AM Breakfast 8:00AM – 9:30AM Leadership Responsibility Session 9:30AM – 10:30AM Reflection Time and Executive Coaching 10:30AM – 12:30PM Leadership Skill Development Sessions 12:30PM – 1:30PM Lunch 1:30PM – 3:00PM Leadership Responsibility Session 3:00PM – 3:15PM Break 3:15PM – 5:15PM Learning Team Meetings 5:15PM – 6:30PM Leadership Competency Session 6:30PM – 7:30PM Reflection Time and Executive Coaching 7:30PM Special Event
  • The Instructional Focus
    • Theories and insights are valuable, but the key to true leadership success lies in execution: GILD participants spend 70% of their time focused on the business application of their learning.
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • Faculty for Leadership Responsibility Development
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    A.G. Lafley Former Chairman of the Board, President, and CEO of Procter & Gamble and recipient of The Warren Bennis Award for Excellence in Leadership Anthony von Mandl Founder and CEO of Mark Anthony Group of Companies, Proprietor of Mission Hill Family Estate Winery, and recipient of The Warren Bennis Award for Excellence in Leadership Mike Abrashoff Former Navy Commander and author of It’s Your Ship Jeremy Gutsche Innovation expert, the award winning author of Exploiting Chaos, and host of Trend Hunter TV Colleen Barrett President Emeritus of Southwest Airlines, co-author of Lead with LUV: A Different Way to Create Real Success “ The holistic approach to leadership development far surpasses any other options I have experienced in 20 years of organizational development.” – Rebecca Lynch-Wilmot, Director of Employee Learning and Development, InFocus Ken Blanchard Leadership expert and author of The One Minute Manager, Raving Fans, and Gung Ho
  • Faculty for Leadership Competency Development Nando Parrabo Author of Miracle in the Andes, whose story of courage and survival was depicted in the 1993 movie alive Bill Strickland CEO if Manchester Bidwell Corporation and a champion for empowerment of disadvantaged urban youth David Rock Co-founded the NeuroLeadership Instittute and is author of the books Personal Best, Quiet Leadership, and the textbook Coaching with the Brain in Mind Bill George Professor at Harvard Business School, former CEO of Medtronic and author of four best-selling books on leadership
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    Roger Nierenberg Creator of The Music Paradigm, and author of Maestro: A Surprising Story about Leading by Lsitening
  • Faculty for Leadership Skill Development Gary Hamel Ranked by Wall Street Journal as “ the world’s leading expert on business strategy, “ and is best-selling author of Leading the Revolution Competing for the Future, and The Future of Management Patrick Lencioni President of The Table Group and best-selling author of The Five Dysfunctions of a Team and Getting Naked Bob E. Knowling Jr. Has more than 30 years of experience leading companies through periods of high growth and organizational turnaround
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    Marshall Goldsmith Renowned executive coach and ranked among the top ten executive educators by The Wall Street Journal “ GILD challenges your current ideas about leadership and provides cutting edge and practical approaches to enable you to more effectively lead your group or organization in a complex and rapidly changing environment.” – William Dole, VP Cardiovascular Research, Berlex Laboratories
  • Faculty for Leadership Communication Academy Fons Trompenaars A world authority on managing cultural diversity for profitability. As managing director of Trompenaars Hampden-Turner Intercultural Management Consulting and an acclaimed author and advisor, he works with major global corporations regarding opportunities presented by cultural differences Nick Washienko Professor at Boston University where he has taught for the past 25 years. He has worked with executives and politicians preparing them for major business and critical speaking engagements. Nick has taught thousands of senior executives how to present and communicate effectively to 21 st century listeners Susan Scott Best-selling author and leadership development architect who has enabled top executives worldwide to engage in vibrant dialogue. A recognized thought leader in the global business community, Susan and her company are committed to large-scale and individual transformation
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • The Year of Learning
    • This mission of the Global Institute for Leadership Development is to develop better leaders so that they can reach higher levels of success and produce better results for their organizations. GILD accomplishes this mission by developing essential competencies and skills, introducing new approaches and global best practices, and inspiring personal commitment to development that lasts a lifetime.
    • The goal of The Year of Learning is to provide a, easy, and effective way for leaders and leadership teams to continue their own development beyond GILD so that the learning is not episodic. Accompanying the five-day immersion program, this sustainable learning curriculum delivers a variety of leadership resources that make the leader the center of a community of learning and allow growth to continue unabated over the long-term.
    • For individuals, these resources include:
      • Online Networking and Virtual Learning Teams
      • The Monthly Leader publication
      • Linkage’s Thought Leader Series* and The LinkageNetwork*
          • *Additional fees apply at discounted GILD Alumni rate
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
    “ Linkage’s Global Institute is the Ivy League of leadership development.” – Susan Acquisto, President, Professional Health Services
  • The Year of Learning
    • Online Networking
    • A vibrant, engaging community for knowledge and resource sharing
    • Delivered via the GILD Leadership Portal, this powerful resource is the central location for accessing participant-generated content, frequently updated Linkage and GILD faculty resources, and networking opportunities among leaders worldwide. The site is regularly maintained to encourage networking through common interest groups, book review sharing, team meetings or group coaching, discussion posts, and informal or personal connections.
    • Virtual Learning Teams
    • Facilitated group learning with peers from around the world
    • During the five-day immersion program participants form strong bonds with your learning team. These bonds and the learning momentum will be maintained throughout the year via virtual learning team sessions. This process includes ongoing informal contact among team members and the facilitator as well as a total of four virtual team meetings taking place at quarterly intervals, granting a rare opportunity to focus entirely on individual development and teamwork in a collaborative environment.
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • The Year of Learning
    • Linkage’s Thought Leader Series*
    • Exclusive online community
    • GILD participants have the option of enrolling in the LinkageNetwork and the Thought Leader Series. The LinkageNetwork is a learning community designed to sustain and fast track rising leaders’ personal and professional development. Members connect with peers, receive best-in- class coaching, and develop professionally through a global online community and local in-person events.
    • The LinkageNetwork*
    • Access to virtual broadcasts
    • The Thought Leader Series consists of eight distance learning broadcasts featuring renowned gurus and subject-matter experts from around the world. Previous speakers have included: Peter Drucker, Michael Porter, Benazir Bhutto, Jack Welch, Howard Schultz, and many more.
    • The Monthly Leader
    • A year-long post-program support curriculum for continuous learning
    • Each GILD participant gains one year of access to The Monthly Leader, a monthly publication focused around individual components of the High Impact Leadership Model™. Each edition contains useful and practical articles, videos, and hands-on tools from a combination of renowned thought leaders and Linkage’s own content library. Included resources are carefully chosen to allow minimal time investment and instant application.
    • *Additional Fees Apply
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • Participant Mix
    • Emerging leaders
    • Individuals identified as successor candidates and/or high-potentials with less than 10 years of management experience
    • Senior leaders
    • Individuals serving as strategic leaders with enterprise-wide focus and long-term impact, e.g. general managers, vice presidents, divisional and functional heads, and senior executives
    • Leadership teams
    • Intact executive teams and/or strategic project teams who customize their GILD experience into an off-site meeting
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • Quality
  • GILD Upgrades and Support
    • The Senior Executive Leadership Forum (SEL)
    • A three-day, strategic development program embedded within GILD and is limited to 15 C-level executives and presidents from around the world. The SEL Forum includes group sessions facilitated by Dr. Warren Bennis and Dr. Phil Harkins along with select members of the GILD keynote faculty, which focus on organizational and leadership challenges unique to executives at the top of the organization.
    • This unique experience delivers:
    • New ideas, insights, and solutions to top priority leadership challenges
    • A peer network of successful leaders that share advice and recommendations in a confidential, high-trust environment
    • Exclusive access and learning opportunities with an all-star faculty
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • GILD Upgrades and Support
    • Quality
  • GILD Upgrades and Support
    • Customized leadership team meetings
    • Great organizations invest in teamwork as a centerpiece to their success, and high-performing teams can be a huge contributor in rolling out new business initiatives and instigating large-scale change.
    • For this reason, many organizations leverage GILD as an ideal off-site meeting for their senior or high-potential leadership teams, boards of directors, or functional teams. These groups customize their GILD experience to drive action around specific organizational agendas such as change, strategic planning, team-building, cost reduction, and/or annual leadership forums. The combination of leadership and team assessment tools, world-class faculty, expert facilitators, and executive coaches provides the ideal ingredients to generate dramatic results from your meeting.
    • Evaluation Criteria
    • Learning Objectives
    • Program Design
    • Faculty
    • The Year of Learning
    • Participant Mix
    • GILD Upgrades and Support
    • Quality
  • Enrollment and Logistics
    • The 2011 Global Institute for Leadership Development is being held October 9-14, 2011 at the Desert Springs Marriott Resort and Spa, Palm Desert, CA.
    • TUITION:
    • 1-3 Participants: $4,995 per person until May 27, 2011, $5,495 per person after May 27, 2011
    • 4 or more participants: $4,595 per person until May 27, 2011, $4,995 per person after May 27, 2011
    • GILD Alumni: $3,995 per person
    • http://www.linkageinc.com/gild
    • Twitter: twitter.com/linkageGILD
    • Facebook: www.facebook.com/Linkage.GILD