Tim HildrethDirector, Product Marketing/Content Solutions

A Step into the Future of Leadership Development

Sally HovisVP, Learning Design

www.skillsoft.com

How is Leadership at work like Survivor?

– Bad leaders can destroy a team . . . While good leadership can lead to success

– Not everyone who ends up in a leadership position wants to be there . . . Or has the skills for it!

– Leaders don’t always get credit for the good works of their team . . . But they often get the blame for the poor performance . . .

– And in the case of Survior . . . They’re often the first ones voted out!

– Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate . . . But stay out of the way.

– Bad leaders thinks its their job to stand around and tell everyone else what to do!

www.skillsoft.com

How is Leadership at work like Survivor?

– Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate . . . But stay out of the way.

Leadership Development: More Important Than Ever

• Today’s business pressures demand strong leadership– Economic downturn forcing

companies to do more with less– Global competition requires

constant innovation and flawless execution

– A strong leadership pipeline is one of the keys to sustainable business advantage

– Companies that invest in talent during a downturn can achieve breakthrough results – and long term value

– Executives are being held accountable for leadership pipeline--a board level issue

The Sales Pipeline

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Copyright © 2009 Bersin & Associates. All rights reserved.Page 6

Top Talent Priorities

TalentWatch Second Quarter 2009: Economic Downturn Causes Continued Cuts in Talent Investments, Josh Bersin, July 2009, n=306

The Leadership Value Chain

Source: Human Capital Institute

Engaged employees work harder, stay longer

Engaged employees drive customer satisfaction

Satisfied customers are loyal and stay

Customer retention drives profitability

Profits drive shareholder value

Employee engagement is a strong indicator of organizational performance…

The Leadership Value Chain

Source: Human Capital Institute

Engaged employees work harder, stay longer

Engaged employees drive customer satisfaction

Satisfied customers are loyal and stay

Customer retention drives profitability

Profits drive shareholder value

Employee engagement is a strong indicator of organizational performance…

…skill of the manager is #1 factor driving employee engagement

Leadership Development Challenges

the workplace for extended periods

• Leadership development programs are costly

• Because of cost, access to leadership development is often restricted, creating a “haves” versus “have-nots” mind set

• Leadership training is typically “event-based,” and beneficial effects tend to fade over time

• Leadership training takes key performers out of the workplace for extended periods

Components of Leadership Development

• Leadership development is a complex mix of training and “experiential” activities

• Often structured around competencies, with different approaches depending on level/audience

One-On-One Coaching

360 Assessment

Classroom Training

Online Learning Resources

Copyright © 2009 Bersin & Associates. All rights reserved.Page 11

Key Findings

1. Online training methods becoming more widely adopted with high levels of interest• 60% use self study (38% would like to)• 51% use online classrooms (48% would like to)• 27% use social networking (50% would like to)• 58% reported an increase of online components over the last two years

Source: Leadership Development Study, October 2008, N=281

Copyright © 2009 Bersin & Associates. All rights reserved.Page 12

Key Findings

1. Online training methods becoming more widely adopted with high levels of interest• 60% use self study (38% would like to)• 51% use online classrooms (48% would like to)• 27% use social networking (50% would like to)• 58% reported an increase of online components over the last two years

Source: Leadership Development Study, October 2008, N=281

The Role of Technology-Enabled Learning in Leadership Development:

• Extend the reach of leadership development:– Train all employees, at all levels, affordably

• Increase the effectiveness– Use as pre-work to

optimize classroom time– Use as post-work and

performance support to extend the benefits over time

• Stay current– The latest thinking from

leading authors, gurus– Inspire and provoke!

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Continuous Learning vs. Event Learning

Source: Creative Training Techniques

70

60

50

40

30

20

10

90

100

80

Retention %

Day

1

Day

4

Day

7

Day

10

Day

13

Day

16

Day

19

Day

22

1 2 3 54 6

Day

26

Day

30

Drops to 10% in 30 days

Exposed to idea 6 times in 30 days = 90% retention

www.skillsoft.com

Management and Leadership Courseware

• Provides essential info on fundamental skills

• “Always on” so learners can get the training where and when they want

• Interactive simulations provide practice and review of key skills and new concepts

• Job Aids and SkillBriefs reinforce learning and ensure knowledge transfer

Self-paced courses provide an economical solution for broad deployment of learning

Customized Leadership KnowledgeCenter

Leadership Development Channel™

• Key products and services– Over 1,160 video-based programs

• Author QuickTalks• Executive QuickTalks• GreenTalks

– Annual series of live Executive Leadership Events, available by Webcast, satellite and videoconference

• Best-in-class video content, live and on demand • Prominent thought leaders, best-selling authors and

CEOs • A management tool to drive team development,

group learning and one-on-one coaching• Includes companion files with select videos available

for PDA downloading• Combines foremost theory with real-world application• Live events allow viewers to interact with speaker via

phone, fax and e-mail, and Twitter

Bill George Ann Mulcahy Steven Covey John KotterTom PetersLinda HillVijay Govindarajan

Keeping leaders up-to-date with the latest thinking!– Summaries of best selling business titles

• Books by foremost business authors and thought leaders

• Leadership guidance and business management expertise

– Ideal for time-starved executives• Succinct, quick to digest eight-page, format• Captures salient points

– NEW: Audio recordings of author presentations

– Ideal for on-the-go professionals• Multiple media formats

– Online– PDF– Audio

• Accessible from mobile device

Books24x7 ExecSummaries™

www.skillsoft.com

Continuous Learning vs. Event Learning

Source: Creative Training Techniques

70

60

50

40

30

20

10

90

100

80

Retention %

Day

1

Day

4

Day

7

Day

10

Day

13

Day

16

Day

19

Day

22

1 2 3 54 6

Day

26

Day

30

Drops to 10% in 30 days

Exposed to idea 6 times in 30 days = 90% retention

www.skillsoft.com

www.skillsoft.com

Product Conception and Development

Product Design Requirements

• SHORT – no more than 2 hours per track• NOT “courseware”• Capitalize on BLEND of existing assets as much as possible

– QuickTalk Videos– ExecSummaries– ExecBlueprints– SkillBriefs– Job Aids– Business Impact Series

• Concise, targeted treatment of leadership development topics and competencies

• Content accessible from one place, regardless of the asset type

• Fresh, contemporary look and feel• Unique practice strategies

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2 Possible Design / Use Case

Approaches

Tools

Business Impact

Tools

SkillBrief

Puzzles

Games, Riddles

Job Aids & Checklists

Reading

Chapter Download

Reading

LDC Video LDC Video

Challenge

Discussion

Entry Point

Quick Talk or LDC Video

Exit Point

Self-eval

WIKI

Performance Support/Reference

Tools

Business Impact

LDC Video

SkillBriefs

Puzzles

Games, Riddles

Job Aids & Checklists

Chapter Download

Reading

LDC Video

LDC VideoChallenge

Social Learning Site, Podcasts, Ask the Expert

Entry Point

Quick Talk or LDC Video

Exit Point

Self-eval

WIKI24 x 7Access Logical Sequence

with Flexible Access

New Product Development Process

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Spring 2008 Brainstorming, Marketing Review

Summer 2008 Prototypes V1, V2

Fall 2008 Customer Demos/FdbkCAFÉ Preview/Fdbk

Tools

Business Impact

LDC Video

SkillBriefs

Puzzles

Games, Riddles

Job Aids & Checklists

Chapter Download

Reading

LDC Video

LDC VideoChallenge

Entry Point

Quick Talk or LDC Video

Exit Point

Self-eval

• Determine essential content• Sequence content for context• Select relevant existing assets• Create new assets to provide

context and connections

New Product Development Process

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Spring 2008 Brainstorming, Marketing Review

Summer 2008 Prototypes V1, V2

Fall 2008 Customer Demos/FdbkCAFÉ Preview/Fdbk

Winter 2008 20 Tracks Funded for 2009Determine Platform

Spring 2009 Product DevelopmentPerspectives Demo

Summer 2009 Cont. Development; CAFÉ Demo

Winter 2009 Testing & Release

The SkillSoft Leadership Advantage presents a targeted, concise, rich-media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: • QuickTalks• ExecSummaries• ExecBlueprints• Business Exploration

Series • Learning Sparks • Key Concepts • Self Assessments and

Tools.

SkillSoft Leadership AdvantageTM

The SkillSoft Leadership Advantage presents a targeted, concise, rich-media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: • QuickTalks• ExecSummaries• ExecBlueprints• Business Exploration

Series • Learning Sparks • Key Concepts • Self Assessments and

Tools. Combines foremost theory with real-world application

John KotterVijay Govindarajan Tom Peters

SkillSoft Leadership AdvantageTM

Welcome Screen provides a high-level overview of the content of each learning track as well as:• Left-hand navigation to

the different sections of the track

• A positioning Quick Talk• Objectives• Bios of Speakers and

Authors

Each section includes a variety of assets organized in a logical narrative:• Interactive Learning

Sparks introduce Case Studies for practice and review

• Key Concepts highlight essential info

• Quick Talks and excerpts from Executive Blueprints and ExecSummaries provide real-world insights

• Business Impacts• Self-assessments and

Tools provide tools to bring new skills into the workplace

Summary complements the information provided in the Welcome overview and frames the overall learning

Final Challenge provides a capstone event for learners to review key learning points through an interactive business challenge

Downloadable resources allow learners to access content “on the go”:• Audio and video

downloads of Quick Talks

• PDFs and audio versions of full ExecBlueprints and ExecSummaries

• Word®-versions of Tools and Self Assessments

Leading Organizations• Leading vs. Managing• Leading through Motivation• Leading Business Execution• Leading Change• Leading Innovation• Building & Leading Teams

Strategic Agility• Strategic Thinking• Globalization• Competitive Strategy• Risk Management

Managing• Managing Performance• Developing People• Moving into Management• Delegating• Coaching• Managing a Crisis• Goal Setting• Managing Remote Employees• Managing Managers• Hiring & Interviewing

Talent Management• Leading Diversity• Recruiting Talent• Retaining Talent• Succession Planning

Working with Others• Emotional Intelligence• Managing Conflict• Giving & Receiving

Feedback• Influencing & Persuading• Managing Upward

Relationships• Assertiveness• Business Writing• Communicating Bad News• Negotiating• Presenting

Process Management• Project Management• Business Process

Improvement• Quality Essentials• Outsourcing

Analytical Skills• Problem-Solving &

Decision-Making

Self-Management• Ethics, Integrity & Trust• Accountability• Priority Setting• Time Management• Creative Thinking• Career Management• Continue Self

Improvement• Adapting to Change• Persevering &

Overcoming Adversity• Stress Management• Work/Life Balance

Business Acumen• Finance Essentials• Business Case

Development• Budgeting Essentials• Business Plan

Development• Marketing Essentials• Customer Focus

Full Product Build Out – 2010 and Beyond

www.skillsoft.com

Individual SLA Track Design and Development Process

Development Process for Each Track

1. SKIL SME creates high level outline – “if you don’t know anything else about this topic, then be sure you know this”

2. Review existing assets; select most relevant, complimentary and engaging for inclusion in track

3. Write new assets1. Key concepts (text)2. Tools and self-assessments3. Interactive case-studies and activities (Sparks)4. Plan for culminating scenario-based practice activity

(Challenge)

4. Organize completed content into final sequence5. Final editorial review and audit6. Handoff for final production

1. Transfer into final platform2. Develop interactive case-studies and activities3. Develop Challenge

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The Sales Pipeline - Inverted

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Example Leadership Development Path:

Executive Level:• Targeted, individualized development plans• Executive coaching• Performance support though reading and

viewing)

Mid Level:• Leadership Academy – Blended program

consisting of external and internal classes supported by online courses and other resources

• Job rotation/ stretch assignments with assigned mentor

• 360 degree feedback with assigned coach

Entry Level:• Leadership Fundamentals –

primarily online courses• Assigned readings• Entry-level mentorship program

Executives(~100)

Middle Managers(~300-500)

Front Line and First Time Managers(~3,000-5,000)

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NEW Research on Leadership Development

Available for Free at www.skillsoft.com