Building an Leadership Development from Scratch
•
2 likes•523 views
Leadership is a concept that has been discussed for years. It has moved from being a simple term and ideology to active growth and building operational capability in the practices of individuals becoming leaders. Pressure to build leadership from front-line employees to the executive suite is on. However, the question remains "We need leaders but what should you think about when creating a program to develop them?
Recommended
More Related Content
Viewers also liked
Viewers also liked (14)
Recently uploaded
Recently uploaded (15)
Building an Leadership Development from Scratch
- 1. Twitter: @BenjaminMcCall Building Leadership Development
- 2. @BenjaminMcCall Join the Conversation #LDP #OHSHRM
- 3. Chris Brogan
- 4. 3 Thoughts
- 6. It’s Nonya business What My Business Is!
- 8. Getting to know: Expectations
- 9. Some stuff we already know?
- 11. WHY LEADERSHIP DEVELOPMENT Talent… finding it and keeping it -- is the biggest potential workforce obstacle to achieving growth. 51% cited talent in key skill areas as a workforce challenge that could hinder growth. 49% cited the lack of succession planning as a top challenge. * 2010 survey of 700 companies by global professional services company Towers Watson
- 12. 3 Steps
- 13. Choose VS.
- 14. Why do we want Leaders?
- 15. Increase Performance? 1. Performance Planning 2. Performance Coaching 3. Performance Evaluation 4. Performance Outcomes Performance Management
- 18. LOOK AT DATA?
- 19. 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 .
- 24. 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
- 28. Real Business Problems Games Experiential
- 30. What Resources Do You Have Available? I. What do you have at your disposal? II. Outside the box
- 31. Self - Driven
- 32. Teamwork ! Chris Brogan
- 33. Mentoring
- 34. Idea Sample for Set-Up
- 35. Idea Sample for Set-Up
- 38. Ask: “What are the business Metrics”
- 39. Comparisons
- 41. Think About Your Metrics? Metric/Tool What could you use for metrics? Surveys Comparisons Mentoring Relationship Business Metrics
- 42. SUMMARY of LDP THOUGHTS
- 45. Metrics
- 47. Leadership… begins with a seed
- 48. " Leadership at its core … is the right people, allowing the right people - in the right situations - do THEIR best work" — Me
- 49. Ordinary doing the Extraordinary
- 51. Connect/Consult Leadership, Talent Management, HR & Organizational Development @BenjaminMcCall !!Subscribe!!!
Editor's Notes
- If there is something I can help you with. OD, Communications, etc. I’d love to work with you if the need arises
- http://www.youtube.com/watch?v=0x4e8xTvQh8
- 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.
- 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
- People want to mix in strategy and metrics when Leadership is really about providing people the environment to allow them to do their best work and for you to get out of the way!
- How we connect and tie to the organization and you
- 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.
- 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.
- 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
- 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
- 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!”
- 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?
- 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)
- 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?
- Are you satisfied with your current efforts? What are your sore spots? Is there a compelling event for your to pursue Leadership Development?
- That start can be an idea It can start with you (seed) but keep in mind that even a seed needs more than just itself to grow! It needs earth, water, oxygen, sunlight For some it will take time- so you have to be patient
- 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!”
- 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!
- 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