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Executive Learning

Unlocking Leadership

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Executive learning

Arrow old way

Circuitmore recent way

Dance revolutionary way

To paraphrase George Bernard Shaw’s Pygmallion,

“Take care to get what you like or you will be forced to like what you get.”

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How we learn-how the brain works

Neo-Cortex(Higher Order Thinking Skills)

Limbic System (Emotions & Long Term Memory)

Brainstem (Reptilian)(Fight, Flight or Freeze)

Magnetic Resonance Image (MRI)

Cerebellum(Embedded Learning/Habits)

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How we learn-learning styles

Visual See 30%Auditory Hear 25%Kinesthetic Do 45%

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How we learn-understanding information

0%

20%

40%

60%

Words

Voice/Tone

Body Movement

Words 7%

Voice/Tone 38%

BodyMovement

55%

% Contribution

93% of understanding comes from body language and expression

Albert Mehrabian

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How we learn-information retention

20% of what they Read30% of what they Hear 40% of what they See50% of what they Say60% of what they Do90% of what they See, Hear, Say and Do

On average people remember:-

Rose,C. and Nicholl. MJ (1997) Accelerated Learning for the 21st Century

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How are we motivated to learn?Starting to learn• Personal growth and achievement • Job requirements• Recognition• Reward

Sticking at learning• Directed • Challenging• Emotionally engaging• Relevant (context)• Useful (content)

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0% 20% 40% 60% 80%

SpecialProjects

Coaching

FormalWorkshops

Assessments

Extensive Use

Very Effective

UK Global Comparisons Leadership Forecast 2005-2006: Best practices for tomorrow’s global leaders, CIPD and Development Dimensions International, November 2005

How we transfer learning into practice- leadership learning mismatch

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How we transfer learning into practice

Organisational Readiness• Senior management • Line manager involvement

• engage before, during and after • enable and resource• empower people to experiment,

innovate and practice

Facilitator

Individual Organisation

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SustainedPerformance

SustainedLeadership

The TippingPoint

Senior Managers

How we transfer learning into practice- getting results from learning

Line Manager

Individual

SustainedSatisfaction

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How we transfer learning into practice- learning to practice elements

Knowledge

Interaction

ReflectPractice

ChallengeContext

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How we transfer learning into practice- emotional engagement

PositiveEmotions

Surprise

Confusion

Anger

Disappointment

Fear

Frustration

Anticipation

Curiosity

Determination

Hope

Confidence

Satisfaction

NegativeEmotions

Knowledge

Interaction

ReflectPractice

ChallengeContext

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Unlocking Leadership- our learning model

Emotionally engaging

Unlocking LeadershipLearning Model

SocialPerson-centred

Practice-based

Future-oriented

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Unlocking Leadership-how we deliver

Leadership development planningOrganisational readiness Facilitated workshopsOnline eLearning Hub• Personalised guided learning environment• Dynamic knowledge bank• Community of Practice (CoP) for social learning• Self-assessment and feedback tools• Learning log for reflective practice

eMentoring and Coaching Accreditation

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Unlocking Leadership-facilitated workshops

Nine workshop sessions over 6 days

Challenge thinking and encourage experimentation and practice

Outcomes• Improved leadership resulting in higher

performance and satisfaction

Ongoing Support • Coaching • Unlocking Leadership eLearning Hub

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Unlocking Leadership eLearning Hub

eSessionsPodcasts

Vodcasts

Learning Log

Web Links

Self-assessment

In-Company Resources

Good Practice Guides

Community of Practice

eMentoring

360 Degree Feedback

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Unlocking Leadership-summary of learning outcomes

Rich and relevant contentApplied learningImproved leadershipGenerates and supports changeDelivers sustainable results