“How Do Now” is an online learning and performance support ... · LEADERSHIP FOR BUSINESS...

VISUAL MOCK-UP OF “HOW DO NOW”

“How Do Now” is an online learning and performance support tool which helps companies develop future leaders through

on-the-job, real work experience with support from their supervisor and colleagues.

LEADERSHIP FOR BUSINESS PERFORMANCE

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LOGIN

Y O U R C O M PA N Y

Developing Leadership with

PASSWORD

USERNAME

HOW DO NOW®

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Welcome

Message to Leaders and Future Leaders

CEO, Your Company

A TRANSFORMATION IN OUR LEADERSHIP CULTURE

SELF-DIRECTED DEVELOPMENT

Set your own priorities, decide what you need to learn and

manage your own progress. Follow these steps:

STEP 1

• Understand what is expected of me

STEP 2

• Decide what I need to learn and do differently in my job

STEP 3

• Learn from the ‘How To’ Guides and put it into practice

STEP 4

• Ask colleagues and team members for feedback and

suggestions, and do the same for them

STEP 5

• Review my progress and refocus my leadership journey

OUR LEADERSHIP VISION YOUR LEADERSHIP JOURNEY

BUSINESS CHALLENGES

LEADERSHIP VISION

DEVELOPING FUTURE LEADERS

ON-THE-JOB, SELF-DIRECTED LEARNING

Understand Decide Learn Ask Review View My Profile

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1. UNDERSTAND WHAT IS EXPECTED OF ME

TO COMPLETE STEP 1

• Read the Leadership Expectations and Shifts

• Consider how they apply to you and the job you do

• Set up a Leadership Conversation with your manager

• Confirm understanding of leadership expectations and shifts

• Set up Leadership Conversations with leaders in your team

• Support them in completing this step.

AT THE END OF STEP 1 YOU WILL HAVE

• Understood what is expected of you as a leader

• Clarified and agreed how it applies in the job you do.

• Ensured leaders in your team know what is expected of them.

IN MY JOB

FUTURE LEADER PROFILE: CAPABILITIES

Growth Driver

• Personally ambitious, and ambitious for the Company

• Has a clear vision of the future for the business

• Creates excitement in and commitment to the future growth

path of the business

• Generates drive, energy and ambition in the workforce

• Spots opportunities and generate leads

• Drives the delivery of excellent customer service

Innovator

Fast-Paced Deliverer

Team Builder

Change Champion

Talent Developer

OPTIONAL FEATURE: LEARNING POWER

• Open Readiness, Mindful Agency, Curiosity, Creativity,

Sense-Making, Collaboration etc….

Welcome Understand Decide Learn Ask Review View My Profile

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2. DECIDE WHAT I NEED TO LEARN TO IMPROVE MY LEADERSHIP IMPACT

TO COMPLETE STEP 2

• Take the leadership self-assessment.

• Review your profile and identify development priorities.

• Review profile with your manager and agree priorities.

• Identify opportunities and agree how you need to demonstrate

the leadership expectations and shifts in your job.

• Set your goal and create a development plan with reference to

How To Guides and other resources.




• Completed the leadership self-assessment.

• Reviewed your ratings and agreed priorities.

• Identified opportunities and agreed what you need to do to

demonstrate leadership in your job.

• Set a development goal and created a plan.

• Ensured leaders in your team have completed this step.

LEADERSHIP SELF-ASSESSMENT

The Leadership Self-Assessment is designed to support your

self-directed learning journey against our leadership

expectations and leadership shifts.

RATE YOUR LEADERSHIP, NOW

As you make progress on your leadership journey, use the

survey to track your progress and refocus your leadership

development goals.

GO TO

THE LEADERSHIP

SELF-ASSESSMENT


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RATE YOUR LEADERSHIP

• Rate your leadership against our Future Leader Profile

Capabilities using the rating scale below.

• Press ’Submit’ to produce your current leadership profileLEADERSHIP SELF-ASSESSMENT

The self-assessment invites you to rate yourself against each of

the leadership expectations and leadership shifts as you make

progress to your goal defined as, ‘Colleagues say I do this

consistently well.’

• I AM AWARE OF THIS

• I KNOW WHAT THIS REQUIRES ME TO DO

• I HAVE THE OPPORTUNITY TO PRACTICE THIS IN MY JOB

• I RECEIVE FEEDBACK ON HOW WELL I DO THIS

• I AM LEARNING AND IMPROVING HOW I DO THIS

• COLLEAGUES SAY I DO THIS CONSISTENTLY WELL

At the end of the survey, press submit to view your current

leadership profile.

1. Growth Driver: You are personally ambitious and ambitious for the

Company. You have a clear vision of the future for the business. You

create excitement in a commitment to the future growth path of the

business. You generate drive, energy and ambition. You spot opportunity

and generate leads. You drive the delivery of excellent customer service.

I AM

AWARE

OF THIS

I KNOW WHAT THIS

REQUIRES ME TO

DO

I HAVE THE

OPPORTUNITY

TO PRACTICE

THIS IN MY JOB

I RECEIVE

FEEDBACK ON

HOW WELL I DO

THIS

I AM LEARNING

AND IMPROVING

HOW I DO THIS

COLLEAGUES

SAY I DO THIS

CONSISTENTLY

WELL

I AM

AWARE

OF THIS

I KNOW WHAT THIS

REQUIRES ME TO

DO

I HAVE THE

OPPORTUNITY

TO PRACTICE

THIS IN MY JOB

I RECEIVE

FEEDBACK ON

HOW WELL I DO

THIS

I AM LEARNING

AND IMPROVING

HOW I DO THIS

COLLEAGUES

SAY I DO THIS

CONSISTENTLY

WELL

LEADERSHIP CAPABILITIES

2. Innovator

PRESS SUBMIT

SEE YOUR CURRENT LEADERSHIP PROFILE

Welcome Understand Decide Learn Ask Review


View My Profile

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REVIEW YOUR PROFILE

• Which capabilities are most/least developed?

• Which capabilities do you want/need to improve, now?

• How might you...

• Seek clarification on what is expected of you?

• Identify opportunities to learn and practice?

• Obtain more feedback on how well you are doing?

Welcome Understand Decide Learn Ask Review

YOUR LEADERSHIP PROFILE

TO COMPLETE STEP 2

• Take the leadership self-assessment.

• Review your profile and identify development priorities.

• Review profile with your manager and agree priorities.

• Identify opportunities and agree how you need to demonstrate

the leadership expectations and shifts in your job.

• Set your goal and create a development plan with reference to

How To Guides and other resources.




• Completed the leadership self-assessment.

• Reviewed your ratings and agreed priorities.

• Identified opportunities and agreed what you need to do to

demonstrate leadership in your job.

• Set a development goal and created a plan.


View My Profile

LEADERSHIP ‘HOW TO’ GUIDES



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3. LEARN FROM THE ‘HOW TO’ GUIDES AND PRACTICE TO DEVELOP SELECTED LEADERSHIP CAPABILITIES

TO COMPLETE STEP 3

• Take an improvement priority from your leadership profile.

• Choose a context (a situation, project or relationship) in which

you want to apply, practice and improve.

• Look at the How To Guides for practical improvement ideas

• Get advice from you manager or colleagues.

• Use improvement ideas to practice, practice, practice.




• Selected an improvement priority and a context in which you

want to improve it.

• Looked at the How To Guides and taken advice.

• Applied ideas and practiced... Often.

• Supported and advised leaders in your team to help them

complete this step.

GROWTH DRIVER

INNOVATOR

FAST-PACED DELIVERER

TEAM BUILDER

CHAMPION OF CHANGE

HOW TO GUIDES

TALENT DEVELOPER


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HOW TO GUIDE: TEAM BUILDER

WHAT TO DO

Successful leaders build high performing teams with five

characteristics:

• A meaningful higher purpose that engages everyone

• Specific performance goals that align to your purpose

• A good mix of complementary skills

• Strong commitment to how work gets done

• A sense of mutual accountability, trust and support

See:

The Discipline of Teams, Katzenbach and Smith, HBR, 1993

5 Factors that Make Great Teams, L Lavine, Fast Company, 2014

HOW TO DO IT

Read The Discipline of Teams. Ask your team to read it, too.

Meet together, clarify what the characteristics mean for your

team and rate your team on a five point scale against each one.

Discuss and agree what ‘ideal’ looks like for each item.

Discuss and agree your priorities and work together to create an

improvement action plan with assigned responsibilities.

Include progress against improvement actions in your regular

meetings. Involve everyone n making improvement. Discuss

and review progress often. A high performing team takes time to

build.

LEADERSHIP NINJA: TEAM BUILDER

‘TWEAK TO IMPROVE’: HINTS AND TIPS

Inclusion and Belonging

• Add a discussion on inclusion and belonging at your next

team meeting. Apply it to your team. Tease out ideas.

Engagement

• Review your latest engagement results. If you don’t have

them, run an engagement survey. ease out ideas.

Sport, Theatre, Competitors and Gangs

• Share insights observed in teams outside your usual field of

reference. Steal with pride. Translate and improve.

Corporate Social Responsibility

• Make your team’s purpose more meaningful by choosing

and supporting a community project together.

Watch and Learn

• Find another team at work and hold a joint meeting to

discover and exchange ideas for improvement.

RETURN TO THE HOW TO GUIDES


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3. LEARN FROM THE ‘HOW TO’ GUIDES AND PRACTICE TO DEVELOP SELECTED LEADERSHIP CAPABILITIES

TO COMPLETE STEP 3

• Take an improvement priority from your leadership profile.

• Choose a context (a situation, project or relationship) in which

you want to apply, practice and improve.

• Look at the How To Guides for practical improvement ideas

• Get advice from you manager or colleagues.

• Use improvement ideas to practice, practice, practice.




• Selected an improvement priority and a context in which you

want to improve it.

• Looked at the How To Guides and taken advice.

• Applied ideas and practiced... Often.

• Supported and advised leaders in your team to help them

complete this step.

LEADERSHIP ‘HOW TO’ GUIDES



HOW TO GUIDES

GROWTH DRIVER

INNOVATOR

FAST-PACED DELIVERER

TEAM BUILDER

CHAMPION OF CHANGE

TALENT DEVELOPER


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4. ASK FOR FEEDBACK AND DO THE SAME FOR OTHERS CHECK MY IMPROVEMENT AND SUPPORT THEIR’S

TO COMPLETE STEP 4

• Identify 3 – 6 colleagues who know you, who see and hear

you at work and whose opinion you respect.

• Ask if they are willing to give you constructive feedback

• Explain what you want to improve and how you plann to do it.

Allow time for them to hear and see you at work.

• Ask for their feedback. As them to be specific and provide

concrete examples of what they heard or saw you doing.

• Take their advice and keep practicing until their feedback

indicates you have improved, ‘consistently’.




• Invited 3-6 colleagues and obtained their agreement to give

you constructive feedback about your leadership.

• Explained your plan and let them see you in action.

• Received their advice, and continued to practice until their

feedback confirmed you have improved consistently.


FEEDBACK CONVERSATIONS

This self-directed leadership journey invites you to involve

colleagues you respect in supporting your development. And, as

they support you, you are encouraged to return the favour and

do the same for them.

COLLABORATIVE LEARNING

We are more likely to act on feedback when it comes from

colleagues we respect. Feedback conversations should be

focused and supported by concrete observations.

TRANSFORMING OUR LEADERSHIP CULTURE

Only when leaders talk about leadership and how to improve it

together, can a transformation in leadership culture be possible.

It builds a culture of learning and innovation, too.

Transforming our leadership culture requires all our leaders to

be involved in new, high quality, leadership conversations.


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5. REVIEW PROGRESS TO REFOCUS MY LEADERSHIP JOURNEY

TO COMPLETE STEP 5

• Rate your leadership against our Leadership Expectations and

Shifts. Press ’Submit’ to produce your leadership profile

• Review your leadership profile and identify improvements.

• Discuss progress with you manager and seek their feedback

and suggestions.

• Refocus your leadership journey.




• Rated your leadership and viewed improvements in your

leadership profile.

• Discussed progress with your manager and taken account of

their suggestions.

• Refocused your leadership journey.



The self-assessment invites you to rate yourself against each of

the leadership expectations and leadership shifts as you make

progress to your goal defined as, ‘Colleagues say I do this

consistently well.’

• I AM AWARE OF THIS

• I KNOW WHAT THIS REQUIRES ME TO DO

• I HAVE THE OPPORTUNITY TO PRACTICE THIS IN MY JOB

• I RECEIVE FEEDBACK ON HOW WELL I DO THIS

• I AM LEARNING AND IMPROVING HOW I DO THIS

• COLLEAGUES SAY I DO THIS CONSISTENTLY WELL

At the end of the survey, press submit to view your current

leadership profile.

GO TO THE LEADERSHIP

SELF-ASSESSMENT


LEADERSHIP DEVELOPMENT PROFILE

GROUP DATA

View available to Business Leaders and HR Partners

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LEADERSHIP DEVELOPMENT DASHBOARD: XYZ BUSINESS UNIT/FUNCTION/REGION

THIS IS THE LEADERSHIP PROFILE OF: XYZ BUSINESS UNIT/FUNCTION/REGION. LEVEL 3 LEADERS. N = 127. DATE: DD/MM/YYYY

Welcome Understand Decide Learn Ask Review View Group Profiles

“How Do Now” is an online learning and performance support ... · LEADERSHIP FOR BUSINESS...

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