Building an Leadership Development from Scratch


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Leadership is a concept that has been discussed for years. It has moved from being a simple term and ideology to active growth and building operational capability in the practices of individuals becoming leaders. Pressure to build leadership from front-line employees to the executive suite is on. However, the question remains "We need leaders but what should you think about when creating a program to develop them?

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Building an Leadership Development from Scratch

  1. 1. Twitter: @BenjaminMcCall Building Leadership Development
  2. 2. @BenjaminMcCall Join the Conversation #LDP #OHSHRM
  3. 3. Chris Brogan
  4. 4. 3 Thoughts
  5. 6. It’s Nonya business What My Business Is!
  6. 7. Presentation/Talk Disclaimer <ul><li>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 dis-proving each distinct concept. </li></ul><ul><li>Among the over-arching ideas are NeuroLeadership, Primal, Authentic Leadership, Corporate and Non-Profit Leadership, Citizen-based leadership, etc. etc. </li></ul><ul><li>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. </li></ul><ul><li>* 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! </li></ul><ul><li> Enjoy! </li></ul>
  7. 8. Getting to know: Expectations
  8. 9. Some stuff we already know?
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  10. 11. WHY LEADERSHIP DEVELOPMENT Talent… finding it and keeping it -- is the biggest potential workforce obstacle to achieving growth. 51% cited talent in key skill areas as a workforce challenge that could hinder growth. 49% cited the lack of succession planning as a top challenge. * 2010 survey of 700 companies by global professional services company Towers Watson
  11. 12. 3 Steps
  12. 13. Choose VS.
  13. 14. Why do we want Leaders?
  14. 15. Increase Performance? 1. Performance Planning 2. Performance Coaching 3. Performance Evaluation 4. Performance Outcomes Performance Management
  15. 16. DDI Study <ul><li>Low satisfaction with effectiveness of leadership development </li></ul><ul><li>Ineffective development impacts current leadership quality & future bench strength </li></ul><ul><li>Leadership skills for the future are not the same as the past . Leaders aren’t effective in those skills </li></ul><ul><li>* 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. </li></ul><ul><li>4. Development approaches: Classroom still at the top </li></ul><ul><li>5. Development only part of the equation for high quality leadership </li></ul><ul><li>6. The role of management is still in yester year mode </li></ul><ul><li>7. Higher Quality Leadership = Superior Business Performance </li></ul>
  16. 18. LOOK AT DATA?
  17. 19. 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 .
  18. 20. <ul><li>Right leaders in the right roles </li></ul><ul><li>Growing leaders is Key! </li></ul><ul><li>Bolster Succession Efforts </li></ul><ul><li>Change the way you think about the role of Leadership </li></ul>What efforts should focus on…
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  21. 23. Get to the point… What to think about for a Leadership Development Program <ul><li>A. Evaluate: </li></ul><ul><ul><li>Assess the Goal of the program  Why? </li></ul></ul><ul><ul><li>Assess the Goals of potential stakeholders  Why? </li></ul></ul><ul><li>B. Identify LD Candidates </li></ul><ul><ul><li>Succession Planning   </li></ul></ul><ul><ul><li>HIPO Non-Managers   </li></ul></ul><ul><ul><li>HIPO Level   </li></ul></ul><ul><ul><li>* Succession Plan, Nominations vs. Open to all </li></ul></ul><ul><li>C. Real-World Application: </li></ul><ul><ul><li>Using stories for application </li></ul></ul><ul><ul><li>Business case studies (inside and outside), </li></ul></ul><ul><ul><li>Speakers (internal and external) vs. Experiences </li></ul></ul>
  22. 24. 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
  23. 26. Assessments and Evaluation
  24. 27. Leadership Topics
  25. 28. Real Business Problems Games Experiential
  26. 29. Resources <ul><li>I. What do you have at your disposal? </li></ul><ul><li>Past and current material </li></ul><ul><li>SME’s </li></ul><ul><li>LMS </li></ul><ul><li>Opportunity for rotational experience. </li></ul><ul><li>II. Outside the box </li></ul><ul><li> Leadership Moments </li></ul><ul><li>Roundtable Discussions </li></ul><ul><li>Lunch and Learn’s </li></ul><ul><li>Outside Vendors </li></ul><ul><ul><li>Center for Creative Leadership Podcasts </li></ul></ul><ul><ul><li>Linkage, Inc. </li></ul></ul><ul><li>Clips from Movies </li></ul><ul><li>- TED talks on Leadership </li></ul><ul><li>Games and Activities </li></ul><ul><li>How are others doing it? </li></ul>
  27. 30. What Resources Do You Have Available? I. What do you have at your disposal? II. Outside the box
  28. 31. Self - Driven
  29. 32. Teamwork ! Chris Brogan
  30. 33. Mentoring
  31. 34. Idea Sample for Set-Up
  32. 35. Idea Sample for Set-Up
  33. 37. Levels of Evaluation
  34. 38. Ask: “What are the business Metrics”
  35. 39. Comparisons
  36. 40. Metrics Metric/Tool Examples Surveys Smile Sheets, 30 Day Behavior Change, Annual Corporate Employee Satisfaction Survey Comparisons <ul><li>Performance Mgmt System </li></ul><ul><li>Competency/Behavior Change </li></ul><ul><li>Performance of Direct Reports </li></ul><ul><li>Promotion Rates </li></ul><ul><li>360 Assessments </li></ul><ul><li>LDP vs. Everyone else </li></ul>Mentoring Relationship Mentoring Surveys + involvement across the business View from Mentee / Mentor Business Metrics <ul><li>Individual and Group contribution to Business Goals </li></ul><ul><li>Business Case Results </li></ul><ul><li>Performance and Annual Reviews </li></ul><ul><li>Delivery on Change Management </li></ul><ul><li>Increase Coaching and Business Contribution </li></ul>
  37. 41. Think About Your Metrics? Metric/Tool What could you use for metrics? Surveys Comparisons Mentoring Relationship Business Metrics
  39. 44. <ul><li>INCLUDE? </li></ul><ul><li>Evaluation & Assessment </li></ul><ul><li>Key Business Drivers </li></ul><ul><li>Business Scenarios </li></ul><ul><li>Experiential </li></ul><ul><li>Self Lead & ILT </li></ul>
  40. 45. Metrics
  41. 46. Are you satisfied?
  42. 47. Leadership… begins with a seed
  43. 48. &quot; Leadership at its core … is the right people, allowing the right people - in the right situations - do THEIR best work&quot; — Me
  44. 49. Ordinary doing the Extraordinary
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  46. 51. Connect/Consult Leadership, Talent Management, HR & Organizational Development @BenjaminMcCall !!Subscribe!!!