Building Leadership Development from Scratch - ASTD 2011
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This presentation covers 3 main points: 1. What should you think about when creating or adjusting your leadership efforts. 2. The content you may want to include within a program, and 3. What metrics should you include,
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Semelhante a Building Leadership Development from Scratch - ASTD 2011
Semelhante a Building Leadership Development from Scratch - ASTD 2011 (20)
Building Leadership Development from Scratch - ASTD 2011
- 1. Twitter: @BenjaminMcCall Building Leadership Development
- 2. Chris Brogan
- 3. @BenjaminMcCall Join the Conversation #LDP #GCASTD
- 4. 3 Thoughts
- 9. It’s Nonya business… … What my Business Is!
- 10. Some stuff we already know?
- 11. Organizations with the highest quality leaders were 13 X more likely to outperform their competition in key bottom-line metrics (i.e. financial performance). Comparison : When leaders reported current leadership quality as poor, only 6 % of them were in organizations that outperform their competition .
- 12. 3 Steps
- 13. Choose VS.
- 16. I used to think that running an organization was equivalent to conducting a symphony orchestra. But I don't think that's quite it; it's more like jazz. There is more improvisation . — Warren Bennis
- 24. Real Business Problems Games Experiential
- 26. Self - Driven
- 27. Teamwork ! Chris Brogan
- 28. Mentoring
- 29. Delivery of Topic by Level
- 30. Idea Sample for Set-Up
- 31. Idea Sample for Set-Up
- 34. Ask: “What are the business Metrics”
- 35. Comparisons
- 36. What CEOs Measure? ROI Institute Survey of CEO’s in Fortune 500 Companies with “We” referring to the CEO’s answer on what their organization measures for Learning and Development. The Measure We Currently Measure We Should Measure in the Future My Ranking of the Importance of This Measure Percentage Average Rank Inputs: Last year, 78,000 employees received formal learning. 94% 86% 6.73 6 Efficiency: Formal learning costs $2.15 per hour of learning consumed. 78% 82% 6.92 7 Reaction: Employees rated our training very high, averaging 4.2 out of 5. 53% 22% 7.15 8 Learning: Our programs reflect growth in knowledge and skills of our employees. 32% 28% 4.79 5 Application: Our studies show that at least 78% of employees are using the skills on the job. 11% 61% 3.42 4 Impact: Our programs are driving our top five business measures in the organization. 8% 96% 1.45 1 ROI: Five ROI studies were conducted on major programs yielding an average of 68% ROI. 4% 74% 2.31 2 Awards: Our learning and development program won an award from ASTD. 40% 44% 3.23 3
- 37. SUMMARY of LDP THOUGHTS
- 40. Metrics
- 41. Ordinary doing the Extraordinary
- 42. " Leadership at its core … is the right people, allowing the right people - in the right situations - do THEIR best work" — Me
- 44. Connect/Consult Leadership, Talent Management, HR & Organizational Development @BenjaminMcCall !!Subscribe!!!
Notas do Editor
- http://www.youtube.com/watch?v=0x4e8xTvQh8
- If there is something I can help you with. OD, Communications, etc. I’d love to work with you if the need arises
- My job search My career My Approach My website Things you should know about me: I AM a practitioner and consultant!!! I tend to talk quickly I will make an a ATTEMPT to make you laugh I move around I may affirm your thoughts and opinions – For others I may challenge you to think differently
- My job search My career My Approach My website Things you should know about me: I AM a practitioner and consultant!!! I tend to talk quickly I will make an a ATTEMPT to make you laugh I move around I may affirm your thoughts and opinions – For others I may challenge you to think differently
- Expectations Look under your chairs: There are no silver bullets Cup is full Let me get to know you! Show of hands: How many are in Large Corporate Organizations? Small Business? Non-Profit? How many of you are in organizations that would like to profit? Each purpose may be a little different.
- Executive Buy-In Resources People to select Why?? As HR pros we need to move from (1) talking about what were and are, what we hate, do not have control over… And transition into what we want to be and what we DO and ACT
- Compare that to the 78 percent who rated their organization’s leadership quality as excellent— were in organizations that outperformed their competition in bottom-line metrics
- CEOs are not the only leaders - When I hear “what are they thinking” I ask: “Are you a part of the organization CEO story I asked the question - Are leaders born or made?
- Activity: Move to 3 parts of the room Roll up a piece of paper Question: Are leaders born or made? If they are born why have training If they are made then how/who decides which people get what opportunities.
- There are many definitions to Leadership Development and the first step is to say “I can do the research and find out what works for everyone else but ultimately… you have to define what it ultimately means for you!”
- The feeling around Leadership Development
- Competencies – I.e. Assessments and round tables with key stakeholders - DDI
- Clear Vision and Stated Goals Without these you cannot even begin to decide where your leadership development efforts should take place
- It really comes down to ho are you going to invest in Clear Vision and Stated Goals Without these you cannot even begin to decide where your leadership development efforts should take place
- Solicit cases from the business that a group could actually work to solve Conference Board, Chick-Fil-a, Camp Joy, Games and Activities Cross functional
- http://www.youtube.com/watch?v=0x4e8xTvQh8
- Not metrics for the LDP. It may be to early… but what does the business measure themselves against to show success?
- Are you satisfied with your current efforts? What are your sore spots? Is there a compelling event for your to pursue Leadership Development?
- Are you satisfied with your current efforts? What are your sore spots? Is there a compelling event for your to pursue Leadership Development?
- Are you satisfied with your current efforts? What are your sore spots? Is there a compelling event for your to pursue Leadership Development?
- Are you satisfied with your current efforts? What are your sore spots? Is there a compelling event for your to pursue Leadership Development?
- I know our jobs are hard I know our roles are challenging “ Often we feel like we cannot focus on the business b/c we are so busy in our jobs… Failing to recognize and remember that THE BUSINESS is our job!
- There are many definitions to Leadership Development and the first step is to say “I can do the research and find out what works for everyone else but ultimately… you have to define what it ultimately means for you!”
- Question time
- If there is something I can help you with. OD, Communications, etc. I’d love to work with you if the need arises
- Question time
- Major Point Remember that METRICS are not the same as RESULTS Metrics collect data points, RESULTS show proof of action (what is actual vs what is collected)