Best Practices in Leadership Development Webinar 07.24.13
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Transcript of Best Practices in Leadership Development Webinar 07.24.13
Presenters
Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
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courses
• Reference materials
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• Cloud-hosted LMS
• Performance Management
• Social Learning applications
Award-winning
Learning and
Performance
Management
Solutions
POLL QUESTION
We have a
tailored set of
competencies for
our organization
and leaders?
A. True
B. False
POLL QUESTION
Our leadership
development
program is:
A. Supported at the
executive level
B. Aligned with
business strategy
C. Targeted to
leaders at all
levels
D. All of the above
E. None of the
above
What you’ll
learn:
• Why leadership
development is
important
• Challenges faced
by today’s leaders
• Leadership
development best
practices
With each generation entering the workplace, a
greater emphasis is placed on continual
development as these new employees know
that they are unlikely to stay more than a few
years;
it’s about what they can develop and acquire to
take to the next stop in the career journey. We
know that effective leaders are one of the most
important influences on levels of engagement.
Rebecca Ray, Employee Engagement in a VUCA World
(research report), New York: The Conference Board, 2011.
Challenges
faced by our
leaders
Uncertainty
Need for speed
Changing workplace
demographics
What do you need
you leaders to do to
be successful?
LEADERSHIP THEORIES:
1. Great Man Theories
2. Group Theories
3. Trait Theories
4. Behavioral Theories
5. Contingency/
Situational
6. Excellence Theories
7. Transactional and
Transformational
Leadership in Your Organization
Where we are going
and why?
VISION
How we will get there?
STRATEGY
Leadership
Development
Best Practices
Strong executive
involvement
Tailored leadership
competencies
Alignment with
business strategy
Target multiple levels
of leadership
Executive Involvement
Make a clear
connection
between improving
your leadership’s
performance and
improving bottom
line results.
Impact on Business
• Financial Results
• Key Employee
Retention*
• Improve
Organizational IQ
* The American
Management Association
estimates that the direct
cost of losing a key
employee is between one
year and 18 months’
salary.
Measuring the Impact
• Employee
engagement
• Customer satisfaction
• Retention
• Output
• Quality
• Cost
• Time
Leadership Competencies
• Identify essential traits
and behaviors
• Assessments can be
used to identify
strengths and
weaknesses
• Individual development
plans can help create a
tailored program
• Consider “traditional
and “modern”
Leadership Competencies
• Vision
• Interpersonal skills
• Ability to develop others
• Intelligence
• Character • Collaboration skills
• People development
• Digital literacy
• Global citizenship
• Anticipate the future
ETHICS
Organizational
governance
Align with Business Strategy
• Identify successors
• Develop high
potentials
• Develop bench
strength
• Set standards
• Culture norms
• Develop and engage
employees
Target Multiple Levels
Executive Level
Technical or
Professional
Mid-level
Frontline and New
EXECUTIVE LEVEL
Higher level leadership skills
such as motivation, strategy
and innovation
Peer to peer collaboration
Highly focused development
plans and executive
coaching
TECHNICAL OR
PROFESSIONAL
Leadership fundamentals,
business acumen and
communication skills
Project Management and
formal certification
Learning at the time of need
and on-demand reference
material
Major Managerial Skills Gaps
1. Coaching
2. Performance appraisals
3. Developing others
4. Managing change
5. Communications
6. Business acumen
Mid-Level
Leaders
Bersin by Deloitte , Current Capabilities
by Role, December 2011
MID-LEVEL
Blended learning supported
by performance support
resources
Learning resources targeted
to their role of managing
other managers
Job rotation and stretch
assignments for growth
Feedback and mentoring
FRONTLINE
Leadership fundamentals,
business acumen and
communication skills
Hands-on direction,
mentoring and training
opportunities
Engaging, self-paced,
technology-based learning
solutions
Learning at the time of need
and performance support
Learn By Doing
Rotational
Assignments
Action Learning
Projects
Mentoring
Coaching
Leadership
Development
Best Practices
Strong executive
involvement
Tailored leadership
competencies
Alignment with
business strategy
Target multiple levels
of leadership
Excellence in Leadership Program
When leaders understand the big
picture, we are able to work
together more efficiently and
produce the best collection of
products and systems for our
customers.
Kristen Nazario, HR Director,
Bally Technologies
Corporate Commitment Customer Focus
Goal Attainment Intellect
Leadership Operational Issues
Personal Interaction Self-Focus
Values Gaming 101
Bally Product
Excellence in Leadership Program
Excellence in Leadership Program
“Our Leadership Development Program has contributed to
better collaboration and synergy among departments – we
are a global company that develops, manufactures, and
services numerous systems and products, when leaders
understand the big picture, we are able to work together
more efficiently and produce the best collection of products
and systems for our customers.”
Kristen Nazario, HR Director, Bally Technologies
Online Content Leadership Development
HR as Business Partner: Managing
Talent for Organizational Success
The Extraordinary Leader: Going
from Good to Great
Implementing and Assessing a
Succession Planning Program
The Art of Effective Coaching
The Emotionally Intelligent Leader
Leadership Essentials (Eight 1-hour
courses)
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Contact Us
Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
