Growing Leaders from Within

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©2018 CAPELLA UNIVERSITY | CAPELLALEADERSHIP.COM
Stopping the Leadership Shortage:
Learn How to Effectively Upskill Talent into Leadership Roles

Stopping the Leadership Shortage:
Learn How to Effectively Upskill Talent into Leadership
Learning Objectives:
Equip your first-time,
front-line managers
with the skills
necessary to be
effective leaders
1
How to bring in
organizational support
for leadership
development efforts
2
Learn how your
employees can
translate leadership
skills into immediate
on-the-job impact
3

Presented by:
Michael Andrewsen
Senior Client Success Manager
Capella University
©2018 CAPELLA UNIVERSITY | CAPELLALEADERSHIP.COM 2

Capella is a pioneer in developing high-quality
online education for working professionals
Capella is a leader in competency-based and
direct assessment education
Capella is focused on bridging the skills gap
and
maximizing the potential of your employees
Who We Are: Capella University

•  The need for upskilling talent into leadership
•  Addressing the learning paradox
•  Driving individual success in upskilling
•  Using cohorts to drive success
•  Looping in leadership & organizational support
•  Q & A
•  Case studies
Agenda

Today’s dispersed leadership means developing
leaders at multiple levels to fill future positions
How do your
employees
prefer to learn?
Mentoring
programs to
support success
What is the learning
culture at your
organization?

https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-leaders-at-all-levels.html managers-rare.aspx
The Talent Gap is Real
THE NEED:
Develop new leaders faster, globalize leadership
programs, and build deeper bench strength
77% CEOs say
talent gaps could
hinder growth
Innovation and
automation won’t
get us there
Spotting and
developing talent
across levels is
key

The Business Case for Upskilling Leaders
Average organization is
forfeiting over $1 million
per year in untapped
potential because of
less-than-optimal
leadership practices
1 million
http://www.kenblanchard.com/img/
pub/
Blanchard_The_High_Cost_of_Doi
ng_Nothing.pdf
Replacing a departed
millennial costs on
average $20,000
$20,000
http://articles.chicagotribune.com/
2013-08-05/business/ct-biz-0805-work-
advice-huppke-20130805_1_millennials-
workplace-companies
78%
78% of employees say
they would remain
longer if they saw
stronger career paths
http://articles.chicagotribune.com/
2013-08-05/business/ct-biz-0805-work-
advice-huppke-20130805_1_millennials-
workplace-companies

Talent strategy is complex, risky,
and difficult to get right
http://www.pwc.com/gx/en/ceo-agenda/ceosurvey/2017/gx/deep-dives/the-talent-challenge.html

The Need for Foundational
Leadership Development
Why is it needed?
•  Retain talent
•  Develop soft skills
•  Create a leadership bench

©2018 CAPELLA UNIVERSITY | CAPELLALEADERSHIP.COM©2018 CAPELLA UNIVERSITY | CAPELLALEADERSHIP.COM
The Need for Foundational
Leadership Development
Who needs it?
•  High-potentials
•  First-time leaders
•  Mid-career and above

The Upskilling Paradox
•  Employees want leadership training
•  Organizations are eager to train
•  Consistently identified as a challenge

A.  Lack of time
B.  Lack of managerial support
C.  Learning not tied to upskilling
D.  Employees think they “already know all
of that”
E.  Other
Poll: What challenges
do you face?

Driving Individual Success in Upskilling

How learning
leaders can
assist
individual
learning:
Tie classroom
learning to
actual work
issues

How learning
leaders can
assist
individual
learning:
Create positive
feedback loops

How learning
leaders can
assist
individual
learning:
Make Learning
real

How learning
leaders can
assist
individual
learning:
Learners
become mentors

How learning
leaders can
assist
individual
learning:
Utilize shared
language from
learning

Using Cohorts to Drive Success

Periodic
check-ins
with the
group
to reinforce
learning

Putting learning
into action with
group projects

Group
celebrations!

Using cohorts as
a way to drive
(friendly) learning
competition

Looping in Leadership

Managers
account for
at least 70%
of employee
engagement
scores

Executives are
willing to do
more to
encourage
learning in the
company

Executives
would like to see
learning tied
more closely to
business
outcomes

Engaging with
leadership for
speaking
opportunities

Creating Positive Learning Loops
Bring successful
individuals back in
Drive success for
the individual
Drive success for
the cohort
Bring in the larger
organization

Today’s dispersed Leadership means developing
leaders at multiple levels to fill future positions
How do your
employees
prefer to learn?
Mentoring
programs to
support success
What is the learning
culture at your
organization?
No One-Size Fits All

Questions?

Growing Talent: Developing Leaders at All Levels
Personal Leadership | People Leadership | Results Leadership

Personal Leadership
Courses:
Personal Mastery
The Agile Leader
People Leadership
Courses:
Communicating Effectively
Leading Effective Teams
Results Leadership
Courses:
Leading and Managing Change
Business Acumen
Three Focus Areas, Six Courses
34

Scalable | Tailorable | Measurable
Capella Applied Leadership Series

70% 20% 10%
Hands-on practice and
application
Courses include self-directed
action projects so employees
can use their new skills to
address challenges in real
time,
on-the-job situations.
Feedback and
interaction
Employees get feedback
from peers, mentors, and
managers to fine-tune their
leadership skills in the
context of their jobs.
Formal instruction
From multimedia tools to relevant
readings to real-world-based
assessments and other interactive
content, the program’s tools are
designed to support critical
competencies and keep
productivity top of mind.
The Format: The 70-20-10 Model
35

Case Studies
www.Betterup.co
Cancer Research Lab
Financial Organization

Questions?
Mike Andrewsen
mike.andrewsen@capella.edu
Learn more at capellaleadership.com

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Is My E-Learning Working?
Wednesday, December 5, 2018
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
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Webinars at clomedia.com/webinars

Growing Leaders from Within

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