Vistage presented research conducted by the Human Capital Institute to a group of HR executives at the Talent Management Alliance conference in Atlanta, GA on April 24, 2013.
Research shows that leadership development programs that leverage non-traditional methods such as peer advisory groups, executive coaching, and cross-functional team meetings are far more successful in gaining alignment, increasing collaboration, executing strategic initiatives, making decisions and course corrections, resolving conflict, and more.
Visit www.vistage.com/hci for more info.
Beyond Smiley Sheets: Measuring the ROI of Learning and DevelopmentKip Michael Kelly
The stock prices of companies rise more when employers invest more in employee training. Yet, learning and development professionals often struggle to obtain program funding because they lack metrics to confirm the programs’ impact. This UNC Executive Development white paper shows how HR and talent management professionals can demonstrate the bottom-line impact of L&D projects to senior executives. Specifically, it:• Reviews how to evaluate L&D programs on four key levels• Discusses the challenges in assessing value for new and existing L&D development initiatives• Offers suggestions for ensuring L&D evaluations reflect what executive leadership expects• Provides steps to consider when calculating the ROI of L&D development programs• Shares examples of companies that have effectively demonstrated the value of their L&D programsL&D programs make a bottom-line difference. This white paper helps HR and talent professionals show just how valuable that bottom-line difference is.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
A leadership pipeline approachis not a single program or tool.
It’s a process that provides both the right quantity and quality of leaders—in time—to step up and meet pressing business challenges.
Here are questions you should ask, tips to consider and proven practices to help get you started.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Instructional Systems Design (ISD) Certification Program 2021Wong Yew Yip
This is a full training pack on Instructional Systems Design (ISD) Certification. I have used this training pack to conduct and certify trainers in some organizations to enable them to design better learning solutions . This will also be very useful for learning providers to enhance their learning solutions and even to certify trainers as Instructional Systems Designers.
Beyond Smiley Sheets: Measuring the ROI of Learning and DevelopmentKip Michael Kelly
The stock prices of companies rise more when employers invest more in employee training. Yet, learning and development professionals often struggle to obtain program funding because they lack metrics to confirm the programs’ impact. This UNC Executive Development white paper shows how HR and talent management professionals can demonstrate the bottom-line impact of L&D projects to senior executives. Specifically, it:• Reviews how to evaluate L&D programs on four key levels• Discusses the challenges in assessing value for new and existing L&D development initiatives• Offers suggestions for ensuring L&D evaluations reflect what executive leadership expects• Provides steps to consider when calculating the ROI of L&D development programs• Shares examples of companies that have effectively demonstrated the value of their L&D programsL&D programs make a bottom-line difference. This white paper helps HR and talent professionals show just how valuable that bottom-line difference is.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
A leadership pipeline approachis not a single program or tool.
It’s a process that provides both the right quantity and quality of leaders—in time—to step up and meet pressing business challenges.
Here are questions you should ask, tips to consider and proven practices to help get you started.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Instructional Systems Design (ISD) Certification Program 2021Wong Yew Yip
This is a full training pack on Instructional Systems Design (ISD) Certification. I have used this training pack to conduct and certify trainers in some organizations to enable them to design better learning solutions . This will also be very useful for learning providers to enhance their learning solutions and even to certify trainers as Instructional Systems Designers.
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Assessment and development are better together. But it’s not an easy task, especially when the two functions are disconnected. The combination of assessment and development isn’t about bolting the two functions together, but rather making sure that both are tightly aligned with your organizations business drivers and talent strategy, AND with each other. This “How To” guide will help you build a strategic, integrated assessment and development architecture.
What’s Inside?
• DDI’s integrated assessment and development framework
• Four recommendations for obtaining strategic alignment and governance
• Guidance and tips to consider when forming assessment, individual development, and cadre-based development strategies
Leadership Development Process - InspireOne - Redefining Learning JourneysInspireone
Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Learning & Development Track: Lessons from Leadership Development. Presented by Dr Tienie Ehlers, Human Resources Development Manager, SAB
#astdza2015
Our Adaptive Leadership Iterative Framework provides you with the tools, principles, practices and values to enable you to thrive in a constantly changing world connected through multiple, complex dimensions.
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Assessment and development are better together. But it’s not an easy task, especially when the two functions are disconnected. The combination of assessment and development isn’t about bolting the two functions together, but rather making sure that both are tightly aligned with your organizations business drivers and talent strategy, AND with each other. This “How To” guide will help you build a strategic, integrated assessment and development architecture.
What’s Inside?
• DDI’s integrated assessment and development framework
• Four recommendations for obtaining strategic alignment and governance
• Guidance and tips to consider when forming assessment, individual development, and cadre-based development strategies
Leadership Development Process - InspireOne - Redefining Learning JourneysInspireone
Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Learning & Development Track: Lessons from Leadership Development. Presented by Dr Tienie Ehlers, Human Resources Development Manager, SAB
#astdza2015
Our Adaptive Leadership Iterative Framework provides you with the tools, principles, practices and values to enable you to thrive in a constantly changing world connected through multiple, complex dimensions.
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
We’re In a Leadership Development Crisis – Now What?
According to the 2015 annual survey by Deloitte, only 18 percent of organizations hold their leaders accountable for identifying and developing successors. Does this ring true with your organization? In this upcoming spotlight webinar, Howard Prager, president of Advance Learning Group, will share what learning leaders can do to make impactful succession planning programs and where dollars should be invested to achieve the greatest return.
During this spotlight webinar attendee will hear:
What the problem is with leadership development.
Where you can get the biggest bang for your investment growing your leaders.
What the best organizations do to deliver effective leadership development.
How you can grow your talent to be the leaders your organization needs.
Effectively coaching and developing High Potentials starts with informed selection. New research from MRG reveals that HiPos share a select group of core competencies that are consistent across the board. However, when segmented, the data also reveal surprising diversity within the HiPo population. When we examine the data by region, industry, and other demographics, we find that unique profiles develop within these segments – some that vary significantly from the overall HiPo profile.
Dave Ulrich HR Academy Detailed OverviewThe RBL Group
The Dave Ulrich HR Academy is a comprehensive cohort-based virtual development journey for learning how HR creates value from the outside in and delivers business impact.
Session Title : Culture & You
Session Overview : Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one's behavior is tough, then how difficult is to change behavior of big Organization?
Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.
Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
This talk explores the interesting paradox of sometimes conflicting skills and characteristic of those leaders that are able to drive a high performance organisation and those that can create a great place to work.
• The power of a paradox
• The debates and stories we hear
• The leadership capabilities required to drive a High Performance Culture - Innovative and strategic thinking, strategic alignment and traction, structure and role alignment, talent management, change management, culture transformation
• The leadership capabilities required to drive a High Engagement Culture -Transformational leadership, Engagement, Enablement, Empowerment, Leading high performance teams, Holding Crucial Conversations
• Personality vs Capability – can a leader change his approach?
• Getting it right
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
10. State of Executive Development
Hybrid
Non-Traditional
Executive Development
Traditional
Executive Development
11. Defining Differences
Traditional Development Non-Traditional Development
LEADERSHIP RETREATS INTERNAL PEER GROUP MEETINGS
WORKSHOPS CROSS-FUNCTIONAL TEAMS
E-LEARNING/ONLINE TRAINING CUSTOM-DESIGNED PLANS
CLASSROOM TRAINING EXECUTIVE COACHING
ADVANCED DEGREE PROGRAMS EXTERNAL PEER GROUP MEETINGS
OFF-SITE SEMINARS/SPEAKERS CONSULTANT-LED MEETINGS
ROTATIONAL ASSIGNMENTS
12. Most Commonly Used
Traditional Development Non-Traditional Development
LEADERSHIP RETREATS INTERNAL PEER GROUP MEETINGS
WORKSHOPS CROSS-FUNCTIONAL TEAMS
E-LEARNING/ONLINE TRAINING CUSTOM-DESIGNED PLANS
CLASSROOM TRAINING EXECUTIVE COACHING
ADVANCED DEGREE PROGRAMS EXTERNAL PEER GROUP MEETINGS
OFF-SITE SEMINARS/SPEAKERS CONSULTANT-LED MEETINGS
ROTATIONAL ASSIGNMENTS
13. TDO
48%
HDO
52%
Traditional vs. Hybrid
HDO (Hybrid Development Organization) – uses four or more non-traditional elements annually
TDO (Traditional Development Organization) – uses primarily traditional methods for development
14. 5 Key Drivers of ROI
• Alignment
• Collaboration
• Execution
• Retention
• Succession
15. HDOs are more aligned to a common vision
Q: Tell us how your organization’s approach to executive development affects the
alignment between executives and overall business strategy.
62%
89%
Executives share a common
vision for the organization
HDO
TDO
16. HDOs are more collaborative
Q: What did you observe about collaboration among the group before and
after the new program?
49%
73%
My company has an open
dialogue & common language
HDO
TDO
17. HDOs make strategic decisions faster
Q: How did this program enable faster decision making?
50%
69%
Speed at which strategic
decisions are made
HDO
TDO
18. HDOs have greater bench strength
Q: How do you feel this development program has improved bench
strength and succession planning?
48%
71%
My organization promotes the
internal HiPo population
HDO
TDO
19. Keys to Increased Retention
• Leadership
• Aligned Rewards Systems
• Culture – Retaining the right people
20. HDOs achieve better growth rates
43%
11%
36%
15%
Flat or negative growth
10% + growth
HDO
TDO
Q: Please describe the growth rate of your organization’s revenue in the last fiscal year:
21. HDOs Better Positioned for Business Success
• Blended approach – it’s the mix that matters
• Builds the capability of the organization, not just the
individual
• Collaborative, peer-based models drive best results
Vistage is in the executive development category and is the world’s leading peer advisory company. We have been helping business leaders harness the value of professionally facilitated peer advisory groups since 1957.Our leadership community includes 16,000 members, over 1,000 world-class speakers, and more than 700 Vistage Chairs (professional facilitators) across 15 countries - all of whom contribute to enhancing the lives and increasing the effectiveness of CEOs and business leaders around the world. We put together and professionally facilitate peer advisory groups where executives help each other process and solve their most critical issues and opportunities.We exist to increase the effectiveness and to enhance the lives of executives and business leaders around the worldVistage-member companies:Generate nearly $300 billion in annual revenueEmploy approximately 1.8 million employees worldwideOutperform their competitors and, on average, grow their revenues at three times the percentage growth rate after joining the Vistage Executive Leadership Programs.
Common Currency in Executive DevelopmentPiloting, navigating, or participating in leadership development; Relying on infinite resources at this time, in this space; Know if our mechanisms are not functioning and kept in good order, they will cease to function
We discovered additional common currency in our own organizations as well as those in our research…that we Were driven byUrgency and importance…we all seek the capacity
That we all seek executive development that is both…
That we share the quest to find solutions…
That our choices must be carefully made and managed…aligned
31 Item SurveyAugust 2012346 respondents, representing 174 organizations worldwideKey objective: how do you measure ROI of executive / HiPo development?
Hybrid approach allows a company to continue with effective traditional methods, but embark on non-traditional methods of applied learning to maximize return on investment.HDO = Hybrid Development Organization – use four or more non-traditional methods per year, combined with some traditional methods.
We began our mission to seek solutions by exploring the components that make up executive developmentTraditional executive development methods have not been phased out.Some companies have integrated a larger number of non-traditional methods to supplement, reinforce, and maximize investment in traditional methods.Learning (traditional) vs. Doing (Non-traditional, collaborative)
Next, we pinpointed the components that proved to be the most commonly used in achieving executivedevelopment goals and aspirationsIt’s not surprising that internal peer group meetings and cross-functional team meetings are used most often as they represent a low-cost, high-impact, method for aligning teams. Peer group meetings provide a forum for open dialogue where group members can present challenges and collaborate on solutions. Vistage members speak often about the broadened perspective and new ideas they get from their groups because it allows them the opportunity to think differently based on the input they get from their peers.These methods also offer participants an opportunity to implement their own solutions, which they are then committed making work for their organization because they were part of the process.
Slightly more than half the organizations surveyed are taking a blended approach to executive development,.52% of respondents are Hybrid Development organizations or HDOs, meaning they use at least four or more non-traditional methods for executive development annually, in conjunction with various traditional training methods. HDOs make best use of all methods for exec development
Changing the currency of ROI for Exec Development:Financial return on exec dev efforts is important and 2011 research reinforced this is an area organizations continue to struggle in measuring.We conclude that while the dollars and cents of ROI of exec dev is an important metric, that we may need to also change the mindset around the measurements and currency of exec dev ROI.This year’s research sought to better understand what other areas of the business that executive development influences and confirmed that there are 5 key metrics that exec development drives which effect the success and bottom line results of organizations (Alignment, Collaboration, Execution, Retention and Succession)
Executive Development efforts in HDOs drive Alignment and Shared VisionNearly 90% of execs in HDOs share a common vision (compared with only 62% for TDOs)
Greater collaboration is a key outcome for orgs who are taking a blended approach to exec dev. Across a variety of measures, HDO’s outperform TDO’s in this area:It’s engrained in their cultureIt extends beyond formal team meetingsThey have open dialogue and common languageBusiness units supportive of each otherTen Principles of a Collaborative OrganizationFocus collaboration on business resultsAlign organizational support systems to promote ownershipCreate higher standards for discussions, dialogue, and information sharing (formal mechanisms in place, such as facilitated peer group meetings)Foster personal accountability
HDOs are making strategic decisions faster, implementing faster, and course-correcting faster.Covey’s Four Disciplines of Execution:Focus on the wildly importantAct on the lead measuresKeep a compelling scoreboardCreate a cadence of accountabilityDiscipline 1 is about what to do; Discipline 2, how to do it; Discipline 3, what success means; and Discipline 4 (which circles the others), an ongoing cycle of accountability that drives success.BENEFITS OF IMPLEMENTING THE 4 DISCIPLINES OF EXECUTIONClarifying the goals, priorities and organizational directionAll employees at all organizational levels know what they need to do to achieve wildly important goalsEvery team identifies the most important activities that will lead to achieving those goals and focus on themEvery leader has at his/her disposition simple and proven system for building mutual accountabilityEmployees have mutual accountability within the teamExecution of each individual becomes transparent and as such can be rated or improved
HDOs are 30% more prepared with ready replacements for key positions51% vs 27% can identify bench strengthHDOs are 23% more likely to promote the internal high potential population
Our research did not uncover any key differences regarding retention among HDOs and TDOs (likely due to the positioning of the questions around retention). – This could be an area that warrants additional research.However, “Organizations that have exceptional leadership development offerings likely have increased retention. If you are getting the best development and potential in reaching your goals as a leader in business, you’re probably going to stick around longer.” – Ulrich Nettesheim, Haas School of Business (UC Berkeley)Harvard Business Review, May 2010 “How to Keep Your Top Talent”“High performing and extremely talented people do not quit their jobs – they quit their leaders. Influential leaders are essential in every organization for hiring exceptional talent, retaining exceptional talent, and releasing that talent throughout the organization to produce high levels of performance excellence.”The idea of better leadership development programs leading to retention is especially important among high potential leaders, as new attitudes about loyalty to one’s employer / organization have emerged and continue to evolve.
Impact of stronger execution is seen in financial performance. While differences are narrowed, slightly more HDO’s realized 10%+ growth and significantly fewer realized flat or negative growth.
Key takeaways:HDOs Better Positioned for Business SuccessRespondents leveraging a blended approach that includes collaborative and peer-based development methods are experiencing the best results across a variety of measures. This approach enables organizations to build the capabilities of the entire organization, not just development of individualsROI is being realized in five key areas of: Alignment, Collaboration, Execution, Retention and Succession