5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14

LEADERSHIP DEVELOPMENT

? We have re-evaluated leadership competencies for our organization in the past 6 – 12 months.

WHAT WE HOPE YOU’LL LEARN

Why leadership development is important

Challenges faced by today’s leaders

Leadership development best practices

360 MILLION

WORKERS WILL RETIRE FROM THE

GLOBAL LABOR FORCE BY 2030

Up to 40 to 50% of imported

executives fail within the first 18 months – internal development is key to success!

SOURCE: McKinsey Global Institute

POOR LEADERSHIP PRACTICES COST COMPANIES MILLIONS OF DOLLARS EACH YEAR - EQUAL TO OF ANNUAL SALES… 7%

SOURCE: Making the Business Case for Leadership Development,

The Ken Blanchard Companies, 2011.

POOR LEADERSHIP PRACTICES NEGATIVELY IMPACT: EMPLOYEE RETENTION CUSTOMER SATISFACTION EMPLOYEE PRODUCTIVITY



AS MUCH AS OF AN ORGANIZATION’S VOLUNTARY TURNOVER CAN BE AVOIDED THROUGH BETTER LEADERSHIP SKILLS



32%

BETTER LEADERSHIP CAN GENERATE TO IMPROVEMENT IN CUSTOMER SATISFACTION SCORES …



3 4%

CORRESPONDING TO INCREASE IN REVENUE GROWTH 1.5%

BETTER LEADERSHIP PRACTICES COULD ELIMINATE OF PRODUCTIVITY DRAG



5 - 10%

CHALLENGES FACED BY OUR LEADERS

UNCERTAINTY SPEED DEMOGRAPHICS

WHAT DO YOU NEED YOUR LEADERS TO DO TO BE SUCCESSFUL?

GREAT MAN THEORIES: Leaders are born not made.

GROUP THEORIES: leadership emerges in small group settings

TRAIT THEORIES: there are universal leadership traits that can be taught and learned

BEHAVIORAL THEORIES: behavior patterns that results in leadership success

SOCIAL / CONNECTED THEORIES:….

CONTINGENCY/ SITUATIONAL THEORIES: leadership behaviors in specific situations

EXCELLENCE THEORIES: the interactions between traits, behaviors, key situations and group facilitations allow people to lead.

TRANSACTIONAL / TRANFORMATIONAL THEORIES: leadership behaviors in specific situations

LEADERSHIP IN YOUR ORGANIZATION

VISION: Where are we going and why?

STRATEGY: How will we get there?

With each generation entering the workplace, a greater emphasis is placed on continual development as these new employees know that they are unlikely to stay more than a few years; …IT’S ABOUT WHAT THEY CAN DEVELOP AND ACQUIRE TO TAKE TO THE NEXT STOP IN THE CAREER JOURNEY. We know that effective leaders are one of the most important influences on levels of engagement.

Rebecca Ray, Employee Engagement in a VUCA World

LEADERSHIP DEVELOPMENT BEST PRACTICES

Strong executive involvement

Tailored leadership competencies

Alignment with business strategy

Target multiple levels of leadership

Learn by doing

Make a clear connection between improving your leadership’s performance and improving bottom line results.

EXECUTIVE INVOLVEMENT

IMPACT ON BUSINESS

FINANCIAL RESULTS

KEY EMPLOYEE RETENTION

IMPROVE ORGANIZATIONAL IQ

LEADERSHIP COMPETENCIES

FOCUS ON PEOPLE DEVELOPMENT

LOOK TO THE FUTURE

MAXIMIZE POTENTIAL

FOCUS ON GROWTH AND EDUCATION

CHALLENGE THE STATUS QUO

PERFORMANCE!!!

Training focuses on best practices, while development focuses on next practices.

The #1 Reason Leadership Development Fails Mike Myatt, Forbes

COLLABORATION

LEARNING AGILITY

PEOPLE

DEVELOPMENT

DIGITIAL LITERACY

GLOBAL

CITIZENSHIP

Vision

Interpersonal Skills

Ability To Develop

Others

Intelligence

Character

ALIGN WITH BUSINESS STRATEGY

SUCCESSORS

HIGH POTENTIAL

BENCH STRENGTH

SET STANDARDS

CULTURE NORMS

DEVELOP AND ENGAGE EMPLOYEES

TARGET MULTIPLE LEVELS

EXECUTIVE LEVEL

TECHNICAL OR PROFESSIONAL

MID-LEVEL

FRONTLINE AND NEW

EXECUTIVE LEVEL

Higher level leadership skills – motivation, strategy and innovation

Peer to peer collaboration

Highly focused development plans and executive coaching

EXECUTIVE LEVEL


Leadership fundamentals, business acumen and communication skills

Project Management and formal certification

Learning at the time of need and on-demand reference material

Coaching

Performance appraisals

Developing others

Managing change

Communications

Business acumen

SOURCE: Bersin by Deloitte , Current Capabilities by Role, December 2011

MID-LEVEL MANAGERS

Blended learning supported by performance support resources

Learning resources targeted to their role of managing other managers

Job rotation and stretch assignments for growth

Feedback and mentoring

MID-LEVEL MANAGERS

Job rotation

Action learning

Task force or project teams

Mentoring

LEADERSHIP DEVELOPMENT BEST PRACTICES

Strong executive involvement

Tailored leadership competencies

Alignment with business strategy

Target multiple levels of leadership

Learn by doing

EXCELLENCE IN LEADERSHIP PROGRAM

When leaders understand the big picture,

we are able to work together more

efficiently and produce the best collection

of products and systems for our

customers.

Kristen Nazario, HR Director,

Bally Technologies

../../../clients/Case Studies/Bally_Technologies_Case_Study.pdf


CORPORATE COMMITMENT

GOAL ATTAINMENT

LEADERSHIP

VALUES

BALLY PRODUCT

CUSTOMER FOCUS

INTELLECT

OPERATIONAL ISSUES

SELF-FOCUS

GAMING 101

OF PARTICIPANTS GRADUATED FROM THE PROGRAM


80%

EARNED PROMOTIONS WITHIN THREE MONTHS

OF GRADUATING

30% Our Leadership Development Program has contributed to better collaboration and synergy among departments – we are a global company that develops, manufactures, and services numerous systems and products, when leaders understand the big picture, we are able to work together more efficiently and produce the best collection of products and systems for our customers.

Kristen Nazario, HR Director, Bally Technologies

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5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14

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Transcript of 5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14