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.
6.
7.
8.
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?
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
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)