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Leaders As Teachers Institute


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Provides an overview of the Leaders As Teachers Institute and how it will help companies implement or improve a Leaders As Teachers approach.

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Leaders As Teachers Institute

  1. 1. Leaders As Teachers Institute And Analysis of Practices In Top Performing Companies
  2. 2. Enterprise Leadership Challenges ENTERPRISE LEADERSHIP CHALLENGES LEADERSHIP DEVELOPMENT CHALLENGES Creating Organization Agility <ul><li>Teaching leaders to recognize burning platforms and to take action </li></ul><ul><li>Shifting from a learning organization to a teaching organization </li></ul>Strengthening Strategic Alignment <ul><li>Embedding strategy and corporate point of view into operational plans </li></ul><ul><li>Creating feedback loops to adjust strategy based on field experiences </li></ul>Developing Enterprise Perspective <ul><li>Strengthening leadership trust to build effective networks </li></ul><ul><li>Helping leaders take on increased personal responsibility and accountability </li></ul>Encouraging Innovation <ul><li>Developing an outside-in perspective </li></ul><ul><li>Fostering connection and conversation </li></ul><ul><li>Creating time for experimentation and ideation </li></ul><ul><li>Valuing diversity </li></ul>
  3. 3. New And Renewed Pressures On Leaders INTERPERSONAL LEADERSHIP CHALLENGES LEADERSHIP DEVELOPMENT NEEDS Moving from fact-based to pattern based management <ul><li>Providing resources to keep leaders abreast of </li></ul><ul><li>industry and business trends </li></ul><ul><li>Teaching leaders to challenge history and rethink assumptions </li></ul>Dealing With Paradox <ul><li>Replicating good judgment at lower levels of leadership </li></ul><ul><li>Managing conflicting priorities; making commitments but staying ready to change </li></ul>Making Decisions In The Face of Uncertainty <ul><li>Preparing leaders to sift through complex, ambiguous information </li></ul><ul><li>Helping leaders evaluate risk </li></ul>Create And Sustain The Innovation Strategy <ul><li>Encouraging a culture of experimentation </li></ul><ul><li>Equipping leaders to study customer and community behaviors and needs </li></ul>
  4. 4. McKinsey Research <ul><li>66% say company training programs do not strengthen capabilities that add the most value to business performance. </li></ul><ul><li>Only 25 percent said company training programs are “extremely” or “very effective” in preparing employee groups to drive business results. </li></ul>When senior leaders set the training agenda, capability building is linked explicitly to immediate business goals, and learning programs focus more directly on core skills that make a difference to business performance.
  5. 5. Leadership Is The Top Priority Source – CorpU 10 th Annual Benchmarking Study of Learning Excellence and Innovation
  6. 6. <ul><li>1% growth in 2009 (toughest economy in decades), double digit growth in Asia Pacific and Latin America </li></ul><ul><li>Increased 2010 dividend by 12% to $1.48 </li></ul><ul><li>Filled 5 key senior leader positions with internal candidates </li></ul>5-Year compounded Annual Growth Rate (CAGR) 9/30/04 – 9/30/09 BDX S&P 500 Index S&P 500 Health Care Equipment Index 7.72% 1.02% -0.93% BD (Becton Dickinson) – Leaders As Teachers Since 2000
  7. 7. <ul><li>11% rise in revenue in 2008 </li></ul><ul><li>Profit of $1.82 per share Q1, 2010 ahead of $1.61 the previous year and $1.79 target from Wall Street </li></ul>“ Virtual teaching cycles give today’s leaders a path to build organizations fast enough to benefit from today’s unprecedented rate of change.” Brad Anderson, Vice Chairman and CEO, Best Buy Best Buy – Leaders As Teachers Since 2002
  8. 8. Yum! Brands – Leaders As Teachers Since 2002 <ul><li>20% ROIC – “Industry Leader” </li></ul><ul><li>7 th straight year with better than 13% growth and exceeding 10% EPS growth target </li></ul><ul><li>Grew worldwide sales 7% and same store sales 3% </li></ul><ul><li>21 consecutive quarter of same store sales growth </li></ul>Decline In Annual Revenue - 2008 YUM! S&P 500 Index -21% -41% “ There is no way we could have grown this business so fast and prepared it for the future.” David Novak, Chairman and CEO, Yum! Brands, Inc., speaking about his leadership workshops.
  10. 10. Welcome To The: RESEARCH TOOLS NETWORK & EVENTS <ul><li>Betof Video Lecture Series </li></ul><ul><li>Readiness Assessment </li></ul><ul><li>For The LAT Approach </li></ul><ul><li>Thought Leader and Partner Directory </li></ul><ul><li>Leadership Development </li></ul><ul><li>At Top Performing Companies </li></ul><ul><li>LAT Case Studies </li></ul><ul><li>Lessons from 2 nd Annual </li></ul><ul><li>Global leadership </li></ul><ul><li>Congress </li></ul><ul><li>Community for Peer Networking </li></ul><ul><li>Presentations by Executive Council Members </li></ul><ul><li>Discussions On Preparing Leaders For Future Challenges </li></ul>
  11. 11. Benefits Of Using LAT Institute Resources To ensure your approach to implementing the Leaders as Teachers approach is:
  12. 12. <ul><li>Insights </li></ul><ul><li>Advice </li></ul><ul><li>Support </li></ul>LAT Institute Executive Director Ed Betof “ LEADERS AS TEACHERS – UNLOCKING THE POTENTIAL OF YOUR COMPANY’S BEST AND BRIGHTEST” ED BETOF Senior Fellow/Academic Director Executive Program in Workplace Learning Leadership University of Pennsylvania
  13. 13. Step-by-Step Support For LAT Approach
  14. 14. Leaders As Teachers Institute Web Site
  15. 15. Research, Tools and Support
  16. 16. Leaders As Teachers Institute Features:
  17. 17. Executive Council Calendar And Topics “ Teachable point of view” is a trademark of Noel M. Tichy, a professor at the Stephen M. Ross School of Business, University of Michigan.
  18. 18. Other LAT Institute Features Members will serve be the first to evaluate these additional frameworks and models.
  19. 19. $2K/Month $30K + $20K Improve Knowledge Become An Expert GO FASTER Make Better Decisions $2K/Month ___ DAYS @ ____ YOUR DAILY RATE $74K + YOUR TIME = _____________ $9,500 = LAT INSTITUTE MEMBERSHIP REFERENCE MODEL – ENGAGE LEADERS
  20. 20. Strategic Value-adding Early Stage DIMENSION – LEADER ENGAGEMENT (Leaders As Teachers) Beginner <ul><li>Leadership competencies include developing others but performance is not closely monitored or measured. </li></ul><ul><li>Leaders serve as coaches to direct team members and participate in informal mentoring programs but commitments are inconsistent and learning outcomes are not measured. </li></ul><ul><li>No formal program or structure exists to develop leaders as </li></ul><ul><li>teachers. </li></ul><ul><li>Little or no accountability for developing other leaders. </li></ul><ul><li>Participation in formal learning programs is more about </li></ul><ul><li>communication than aligning strategies through learning. </li></ul><ul><li>Leaders integrate their personal points of view and experiences teaching. </li></ul><ul><li>Leader-teachers create a common vocabulary and help to sustain critical business initiatives across the enterprise. </li></ul><ul><li>Formal programs are in place to train and certify leader-teachers. Development for emerging leaders includes teaching other leaders. </li></ul><ul><li>Leaders evaluate talent in succession plans. </li></ul><ul><li>Company culture values teaching and learning, and leaders are passionate about developing others. </li></ul><ul><li>The leader-teacher approach is a key tool to refine strategies and improve alignment with operating plans. </li></ul><ul><li>A continual exchange through teaching improves organization agility. Formal measures track development and retention of key talent as a corporate asset and leaders are held accountable. </li></ul><ul><li>Leaders devote significant time to development activities. </li></ul>REFERENCE MODEL – ENGAGE LEADERS