One Leadership Development Program Does Not Fit All
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One Leadership Development Program Does Not Fit All
- 1. Does Not Fit All Amy Geltner Learning & Development American Hotel Register Company One Leadership Development Program
- 2. What if one size fit all?
- 3. Lucy
- 4. Lucy
- 5. Polling set-up Text the number 22333 In body of text put AMYGELTNER576 You should get a message saying that you’ve joined my session.
- 9. Template • Identify leadership gaps • End goal Get Started • Who, What, Where, When & HowDefine Structure • How do you tailor it to all participants? • How do you make it unique/special? Program Elements • Determine strategies to overcome Anticipate Roadblocks/Barriers • Don’t create in a vacuum – collaborate for success!Involve others
- 11. Define Structure How will you select participants? • Nomination vs. application • Final selections How often will it meet / length of program? • Monthly for 9 – 12 months How will your program lay out? • What elements will be included?
- 12. Elements Assessments • MBTI, EQ and 360 Reviews • Debrief with external coach to identify areas for IDP Professional Presence • Interactive activities • Participants will share and discuss outcomes in class Job Shadow • 4-5 hours per round • 3 rounds Financial Series • Finance business partner presents • Application activity/exercise
- 13. Elements Analytics Series • Business partner from Marketing Analytics to present • Exercises to enhance your skills “Reading on Leading” • Recommendations & Vote • Discussion during pre-determined class session Team Projects • From Strategic Planning • Developed over course of program with checkpoints What Would You Do • Every session one participant poses a challenging situation and groups work through how you would handle and rationale.
- 14. Back to Lucy… What should be the structure of her program? What elements will it include?
- 15. Program Structure 40% self- awareness/ development & feedback 30% learning through & with others 30% application of concepts/ skills & stretching/ challenging yourself
- 17. Other considerations Involve your senior leadership External partner for assessments/debrief Every actionable assignment tailored to learner with manager/director involvement Cohorts/Partners for projects – outside of participant’s functional area Get participants out of their comfort zone – the only way to grow, develop deeper connections
- 18. Other considerations Teambuilding at the beginning of every in-person session. Remember, it’s the participant’s program. Always check in…what’s working? What’s not? What has to be adjusted? (Flexibility!) Provide the calendar/structure at beginning of program. Exposure to something unique in the business Pay it forward
- 19. Lucy Deliver skills and competency development where company has gaps Offer personal development for each participant
- 20. Pitfalls / Roadblocks / Barriers
- 21. Let’s show Lucy what you got!
- 22. Template • Identify leadership gaps • End goal Get Started • Who, What, Where, When & HowDefine Structure • How do you tailor it to all participants? • How do you make it unique/special? Program Elements • Determine strategies to overcome Anticipate Roadblocks/Barriers • Don’t create in a vacuum – collaborate for success!Involve others
- 23. Thanks to her consultants… Lucy will launch a program soon! To be continued…
Editor's Notes
- Ad in program for session: One Leadership Development Program Does Not Fit All (Developing Strong Leaders) Want to know how to make your leadership development program fun, interactive and applicable to different learning styles? This session will discuss how to create a holistic leadership development program with succession management. Learn how to design a learning program, what challenges may arise and best practices to have a successful implementation. Welcome! Introduce myself and give background on who American Hotel is and what we do.
- What if we lived in a world where “one size fit all?” It doesn’t make sense! And the same rule applies when you are implementing leadership development programs. Today we’re going to walk through: How to create a LDP that can be tailored for each company and each participant What to do to get started Share my experience and programs Some best practices
- Meet Lucy Lucy’s boss recently gave her the task of figuring out a leadership development program for her organization. He told her it had to accomplish 2 things: It had to deliver skills and competencies where they had gaps And it had to deliver personal development for each participant at the same time
- Lucy doesn’t quite know where to start! She turned to her Training and Development colleagues at TICE for guidance. We are going to help Lucy out today. We will be Lucy’s Leadership Development Program consultants. I’m sure there are some best practices that you have, and I’ll share some of the things that worked for me and my company. Each table group will work on a program for Lucy’s situation. You’ll have to make some assumptions but just be creative and try and develop a program that incorporates some great ideas/practices. At the end of today’s session we’ll share our programs and the most unique will win a prize.
- Let’s find out more about Lucy’s consulting group (YOU) In order to do that, pull out your smart phones and join my poll session by following the instructions on the screen.
- Poll Title: My company has leadership development programs in place? https://www.polleverywhere.com/multiple_choice_polls/VKnVn6xnvSrV2F8
- Poll Title: If I was asked to create or revise my company's leadership development program I would know exactly where to start. https://www.polleverywhere.com/multiple_choice_polls/s6URAIRTwPhLKVn If more No’s… That’s ok – we will walk through a template today to help us develop a program And all you need to create a rich LDP is an easy-to-follow plan, top leadership support/involvement and a little creativity!
- Poll Title: What word(s) comes to mind when you hear "Leadership Development Program"? https://www.polleverywhere.com/free_text_polls/syqrGtbhaZivDiK These are great words that describe leadership development programs This really helps us define what it is Lucy needs to develop – so great start!
- We’re going to follow this template at Lucy’s consultants to come up with a bunch of ideas for Lucy’s program. I’ll walk you through each step – I’ll provide some examples of what I’ve done with programs I’ve implemented – and then you’ll have time to lay that out your recommendation for Lucy.
- To help Lucy get started, we need to set up some of the framework for our program Identify gaps – survey, through succession planning, through your performance management process, etc At American Hotel, we have a set of leadership competencies that we rate our leaders against We conduct a talent review through succession management which identified competency gaps and we focused our LDP around those competencies End goal – what do you want participants to leave your program being better at? We focused it on competency development – at the role and individual level They should leave the program with some significant development growth in the competencies that they need to refine Let’s help Lucy get started. Talk with those around you and follow this formula to start mapping out Lucy’s program. Figure out: how would you go about identifying leadership gaps? How would you collect data on your current state? identify 3 main gaps that your program will focus on. Then decide what you want the end goal of your program to be – write out that vision. (Allow 5 minutes to do this)
- Define structure – How long will your program be? How many participants? American’s: Our program runs from 9-11 mos depending on how holidays fall. We have 900 associates total and our program has around 16 participants for each level. We keep it elite.
- What I included at American Hotel
- Take a few minutes with those around you to start defining these items for your proposal for Lucy Let’s help Lucy get started. Talk with those around you to start mapping out Lucy’s program. (5-7 minutes)
- At American Hotel, we tried to follow this formula…
- Sample of my company’s LDP structure laid out Fundamental competencies focused on: Collaboration, Communication, Results Orientation and Character
- Some other considerations that I’ve done, that you could incorporate into your program
- Teambuilding - This got the group to know each other on a personal level. It fostered communication, collaboration and team work amongst the group that did not exist prior to the program. Calendar - Sure, things may change, but a general framework and dates/times gives no one the excuse of not being able to make a session/complete an assignment/etc.
- Back to Lucy Take a few minutes with your groups to refine your program details. Take into account some of the considerations we just went through….and also make sure it hits the goals she was originally given to her by her boss: He told her it had to accomplish 2 things: It had to deliver skills and competencies where they had gaps And it had to deliver personal development for each participant at the same time
- What pitfalls/roadblocks/barriers do you anticipate Lucy will encounter? Take a few minutes to create a list a then identify some strategies she can take to overcome. i.e. Dispersed geography – can’t get together live Top leadership won’t participate Participants not engaging Projects don’t have sponsorship
- Select a few presentations to hear (depending on time)
- Reminder of template we followed