Falcon Invoice Discounting: Unlock Your Business Potential
Heitger Consulting ECLF_Leadership Development as an Example
1. In Search of an Integrated Model
of Corporate Learning
Leadership Development as an Example
9th Annual ECLF Conference
June, 19th 2013
Dr. Barbara Heitger
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 1
2. Content
1. Claims & Reality
2. Business – Leadership – Leadership Development
3. Complexity – Levels of Leadership
4. Trends Shaping Business and Leaders
5. Examples
6. Strategies for Learning Agencies
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 2
4. … and Reality
“We are flying blind at the moment, but we keep our
heads above the water - only because we are
pragmatic, networked and there are experienced
people”
“We are changing for 10 years now - got used to it stability comes from within: relationships - there is
pretty much silence between top and middlemanagement.”
“They are all exhausted – we cannot exchange all
leaders – we didn’t manage to create innovative
working frameworks for leaders.”
“We start – but the wheels are already skidding.“
“We’ve got to get out of the river but the current is
too strong – we only observe everything in detail
and from within.”
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 4
6. The Perfect Fit! - Lost in Translation?
Leadership
Development
Strategy
Leadership
Strategy
Business
Strategy
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 6
8. Trends Shaping Business
From multi-national
to global
From value-creating companies
From designing products and services
to value-creating networks
to designing customer experiences
From crises-robustness
to agility and resilience
From opacity
to transparency
From deciding and implementing
to co-creation
From hierarchies
to communities
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 8
9. Trends for Leaders
Network economy accelerated by web 2.0 – new realities:
• Open, transparent, sharing
• New communities compete with Taylorism (hierarchy, Division of
Labour)
• Equality / „peer2peer“
• High intensity and speed of interactions – responsiveness needed
• Sense-making, identity and trust as challenges and enables
• Tension between letting go into self monitoring and staying
responsible as a leader
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 9
11. Trends Shaping Leaders
•
•
•
•
•
•
•
•
•
•
•
Drive to build & grow things
Creating sense, develop storyline
Networking capability & create commons
Rapid prototyping & cocreative capabilities
Create resilient solutions and agile organizations
Create and communicate clarity
Skills at „dilemma flipping“
Immersive learning ability
Lead with quiet transparency
Intercultural competences
Social Media Literacy as a must
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 11
12. Future Leadership Communities
Collective leadership a high performance team sport
•
•
•
Cross-X dialogues - openness & trust
„explore“ settings dealing with future, strategy on
strategic uncertainties & change
Develop „leadership ID“
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 12
13. Example: HR Business Partners as Leaders
A Dynamic Blend of Individual, Group Learning – integrating Partners &
Clients and implementing new HR Organization
12 months
Business
Partnership
& Clients
Prework
Intensive
individual
diagnosis
HR
Services as
vital Partner
Learning
Journey
Leveraging know-how – Sharing
Intervision
Development Goals & Feedback
Collaborate
with
competence
centers
HR Future
Strategy
Mastery
Post/
integration
work
• key insights &
Evaluation
• HRBP Strategies &
Masterplan for
Customers
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 13
14. Examples: Treasure Hunt for Innovation
Discovering
• Create a sense of need for
innovation
• The core team has overall process
responsibility
• Organizational diagnosis of the
core questions
• Preparation of the management
team (case studies, expertarticles...)
• Kick-off with each travel group to
become familiarized with the
methodology
• Consistent processing of the
content among the core team
• Careful choice & briefing of the
visited partners
Raising awareness
Generating curiosity
Finding and
Understanding
• Intense exchange during the
journey
• Facilitated 'off-the-record'
dialogues with the learning
journey partners and ‘jump in’
inspections
• Facilitated group analyses to
develop hypotheses and ideas
related to the search assignments
• Coaching and challenging
provided by external consultants
LGI: Transfer
• Intense discussion and
assessment on generated ideas
& hypotheses with the entire
international management team
(travelers and non-travelers)
• Learning and development of a
‘take-home-agenda’ on a
personal, individual and
organizational level
• Detailed follow-up of the journey
• Innovative initiatives developed
through commitment
• 3x3x3 principle
Fostering inspiration
Understanding levers
Developing new ideas
Gathering new energy
Substantiation and
implementation of ideas
Celebration of successes and
reinforcement of strengths
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 14
15. Examples from Our Experience
Simple
Complicated
Complex
1
Chaotic
HR-Business
Partner
introduction with
a telecom
corporation
2
Learning
Journey with a
hidden
champion
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 15
16. Learning Agencies Have to…
1. Observe more and diagnose...
•
People, organization and strategic context of leadership (individual, teams
and collective) complexity level and leadership strategy & narrative; bring
in your expertise as learning expert
2. Establish cocreative development-settings
3. Design principles:
•
Content and steering principles aligned with complexity level
•
Incentivize collective learning
•
Use settings for learning that are in itself emergent and open to the
outcome – but business relevant
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 16
17. Learning Agencies Have to…
3. Design principles (continued):
•
Create energy, activate, strengthen individuals and communities
•
Integrate realistic work-surrounding in learning methods (web 2.0, virtuality)
blended learning
•
Foster individual ownership for development
•
Integrate 70:20:10 principle in concept
•
Customers , suppliers, partners - make detours to other worlds
•
Balance: reflect, share, relief and explore, challenge, stretch
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 17
18. Learning Agencies Have to…
4. Learning consultant as guidance counselor (US Highschools) for individuals &
organization entities: „70%“ as new area for learning agencies
5. More hybrids needed that integrate if needed strategy communication,
leadership community building, change implementation, innovation, anchoring
cultural change, integration across silos and countries, community networking
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 18
19. Perfect Fit – Your Interpretation?
Leadership
Development
Strategy
Leadership
Strategy
Business
Strategy
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 19
20. The right to be led under whatever circumstances!
ECLF – Conference
19. June 2013
Dr. Barbara Heitger
Seite 20
