5 Ways to Build a Better Leadership Development Program - Webinar 05.14.14
Good To Great1
1. ‘ Good to Great’ Talent –Management & Leadership Ltd & Built to Last “ The role of leadership development is evolving from a focus on the few to sewing fertile fields of talent across the organisation”
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3. Associate to People Manager Talent Transition People Processes – Communication – Managing People – Developing Performers Emerging Leader Talent 1. The Strategic Leader & Manager to Leader. 2. Leading Change. 3. Communication & Engaged teams. Leadership Development Executive Coaching – Mentoring - Team Building Continued Development CPD – Aligned to Individual & OD Requirements Change & Transition – Engagement & Motivation – Influencing Advanced Coaching - Conflict Management – Adv Presentation First Steps in Coaching GROW Model within 3 months of people management 70-20-10 Blended Learning Journey Measuring Learning Outcomes Leadership Intelligence 21 st Century Social Skills Strategy Aligned – Measure ROI Embedding Learning Development Model and Key Ingredients To build People, Business and Social Leadership at critical management transitions Impacting the Strategy via Increased Performance and Capability
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Editor's Notes
Read quote Our aim is to enhance the competitive advantage of organisations, by helping them to maximise their human talent and leadership potential. This is all we do and we are fully focussed and on that. Next slide
I guess the clue is in the name – our intention is to help organisations move from being good to being great. Or to assist great organisations to become even more effective.. We believe that one of the differences that sets us apart from Organisations with a similar offering, is how totally invested we are in the outcome. We don’t enjoy turning up, delivering a training session and then leaving and waiting for the next call; we leave that to the thousands of consultants out there. Our job satisfaction comes from knowing we have made a difference and we will only achieve that by being in partnership with the Organisations we work with. We will only achieve partnership by offering a fantastic service and by being recognised as exemplar
This represents our matrix for OD aligned learning: At its foundation it is about strategy and the ability to measure To the left it is about multi dimensional leadership and the provision of current skills and thinking To the right it is about understanding that learning doesn’t flourish without embedding and without embedding ROI is likely to miss its full potential At the top it is about understanding a developmental journey for talent that consists of more than one dimension – meets the needs of the employee at critical management transition points Click build 1 – so what may the learning consist of? Well that will be determined in our needs investigation and what the Organisation strategy looks like, but here is an example of the current thinking in relation to the basics required by a manager in a 21 st century environment. Click build 2 – the development journey points between the first transition points and the second will again depend upon your strategy but may consist of the coaching – and IDP outputs and may look like this Click build 3 – Again the next transition stage will be totally dependent upon your strategy – but our research suggests that these are the key capability requirements of today’s leader. Click build 4 – and again the journey continues – with your input, strategy aims, we aim to cover all bases at all levels in the talent developmetn journey. Click build 5 again all of the learning supported by blended interventions, the ability to measure and impact ROI consistantly.
Use if required to elaborate on 70/20/10 as our guiding principle.
So who are we? Give a quick overview of Brian and Mario. Offer to answer questions – key to build credibility at this point Next slide
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