A short case study on how Unum Group is leveraging a learning strategist from The Training Associates to help them design and implement self-service training content on the popular content-curation/mentoring platform Everwise. Here is a link to a 20-minute presentation on the topic: http://videos.closymposium.com/watch/yiWXxMTU6JfmdNPtSdwngT/

1. Turning Managers into Leaders
A Scalable, Collaborative Approach to Management Development
Kim Bolton
Program Director, Talent Strategies
kbolton@unum.com
Jerry Gschwind
Learning Strategy Consultant
jerryg@ttacorp.com
April 24, 2017

2. Agenda
• Unum’s Management Development Challenge
• The Manager Learning Experiment
• Results
• Conclusions and Looking Ahead
• Q&A

3. Comprised of four
major businesses
Unum US
Unum UK
Colonial Life
and Accident
Starmount
Full range of
financial
protection
products,
including:
Disability
Life
FML
Critical Illness
Dental and
Vision (Starmount)
Statistics
Ranks 265 on
the Fortune 500
Protects 33
million people
worldwide
Serves the
needs of
181,000
businesses
U.S. Rankings
1st in group and
individual
disability1
3rd in voluntary
benefits2
5th in group
life3
Better benefits at work
•10,000 Employees
•Founded in 1848

4. How Managers Should Support
Unum’s Strategy
Instill a vision
aligning clear goals
to corporate
strategy
Create
followership
Develop & coach
employees to higher
performance &
customer-centric
mindset
Lead and
support employees
through change
and foster a
growth mindset
Model leadership
expected at all
levels

5. • Directs day-to-day activities
• Task-oriented
• Creates, executes and monitors
processes
LEADER
• Instills a vision
• Creates followership through
personal connection and clear
communication
• Inspires and challenges
• Aligns individuals’ work effort back to
the company’s mission
• Leads others through change
MANAGER
Manager vs. Leader

6. • New Manager Program – 18 months,
combination of live sessions and independent
work
• Inside Out Coaching – Two day session to instill
a coaching mindset. Highly effective for
managers with base competencies; illuminated
critical gaps in newer managers
• Various online options that the learner can
search and select
Problem: the current programs
don’t address critical foundational
skills through an efficient,
structured, scalable approach
Previous Options for
New Managers

7. Manager Learning Experiment
Peer
Collaboration
Expert
Moderation
1-2 Hour
Self-Study
“Missions”
1-2 Hour
Self-Study
“Missions”
1-2 Hour
Self-Study
“Missions”
Experience
Facilitation
• Asynchronous, collaborative
learning
• Initial pilot: 50 managers, 6
weeks
• Cohort-driven: 1-2
Hours/Week
• Peer groups of ~8 people
each
• Interpersonal leadership
skills focus
• Rapid deployment

8. Competency Framework
Focus for Pilot

9. Content sources:
• Public domain
• Inside Unum
• Unum-licensed
content (Lynda)

10. Typical Mission
Structure
Read/
Watch
•Articles and videos that provide
insight on a topic from experts
Collaborate/
Feedback
•Interact with others. Usually with
specific, focused questions /
instructions
Do
•Short activities requiring observation
or analysis. Usually require submitting
work to moderator for review
Resources
•Additional info, references to support
the topic

11. Orientation
Facilitator
Interviews
Complete Missions (1/week)
Pre-assessment Post-assessmentFacilitator check-in
Debrief
January February March
Pilot Timeline

12. 0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
Self Awareness Emotional
Intelligence
Personal Branding The Johari
Window
Communication
Styles
Leadership Styles
Self-Reported Application of Concepts
Pre-assessment Post-assessment

13. Improved Interpersonal Skills Confidence
BEFORE
AFTER

14. 0
20
40
60
80
100
120
Completion rate % of Audience Social learning Reported application
Engagement
SUPER USERS ENGAGED
34%
52%
100%
72%
53%
39%
89%
92%

15. Peer Group Variability

16. Key Takeaways
• Manager preference varied between
cohort-driven and self-paced
• Peer group engagement varied
distinctly by group
• Quality vs. quantity; manager time is
limited
• Opportunity to apply concepts
through normal work activities and
gain insights from others drove
engagement

17. Looking Ahead… Key Considerations
• Scaling the 50-manager pilot to 1,200
• Cohort-driven vs. Independent
• Sourcing expert moderators
• Facilitation model

18. Evaluate this Session
Open the App Select the Session Submit Feedback

19. Turning Managers into Leaders
A Scalable, Collaborative Approach to Management Development
Kim Bolton
Program Director, Talent Strategies
kbolton@unum.com
1.800.241.8868
Info@TTACorp.com
TheTrainingAssociates.com
@TTATraining
Contact Us
THANK YOU
CONSECUTIVE
YEARS
CONSECUTIVE
YEARS8
5
April 24,2017
Jerry Gschwind
Learning Strategy Consultant
jerryg@ttacorp.com