Creating a Culture of Leadership Development Components & Strategies.
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Transcript of Creating a Culture of Leadership Development Components & Strategies.
Creating a Culture of Leadership Development
Components & Strategies
Welcome
ORGANIZATIONS MUST PROVIDE:
• Opportunities for employees to acquire new skills
• Opportunities for career advancement
• Training
• Empowerment
• Rewards & Recognition
• Autonomy and authority for task completion
LEADERS MUST DO:
• Provide support, coaching, and mentoring
• Recognize employee strengths and match them appropriately to tasks and roles
• Provide growth and development opportunities
• Appropriately stretch employee skills and abilities
• Provide regular constructive feedback
Successful career development depends on 3 factors
THE P.I.E. MODEL
Your day to day work and the quality of the results you deliver
PERFORMANCE
How you present yourself and how other people perceive you
IMAGE
Who knows about what you do and the quality of your work
EXPOSURE
60%
30%
10%
THE PIE MODEL & Success
A B C
Image
Exposure
Performance
What do different generations think about P.I.E.?
Traditionalists?
Millennials?
Generation X?
Baby Boomers?
What do you have to do to create a culture of leadership development?
HIRING:
• 70% impressions and 30% qualifications
• Remember the 7/11 Rule of first impressions
• Provide a forum for asking questions
• Have candidates meet other team members
• Expand your organization’s business case and definition of diversity and practice inclusion to make a strategy versus a program
• Don’t be afraid to hire internal candidates
ONBOARDING:
• Make it personal, connect to them
• Use different mediums
• Create a relaxed atmosphere
• Create a shared vision for all staff
• Define your rallying cry and thematic goals
• Use stories to introduce pool values
• Engage existing staff to share their expertise, knowledge, and suggestions for new staff
TEAM BUILDING:
• Create cohesive teams at all levels
• Help leaders define their “one team”
• Foster “CO- OPERTITION”
• Let teams create themselves
• Solicit volunteers for projects (PIE)
• Allow natural leaders to emerge versus defining project leaders (where possible)
• Promote cross functional/generational work
MENTORING:
• Create formal and informal programs
that are supported with programming
and resources
• Encourage reverse mentoring to
promote generational collaboration and interaction
• Provide sounding boards for employees to share their feedback and get advice
RECOGNITION:
• Every employee feels known
• Employees know why their work matters
• They know how to measure their impact
• Create ways to “catch people doing good”
• Celebrate achievements regularly
• Get staff involved in recognition process
• Make it personal (give them what they want)
Overview
18
What are the applications for your pool?
Mentoring?
Hiring?
Team Building?
Recognition?
Onboarding?
DEBRIEF
Fidelity Confidential