developing leaders · 2018-04-11 · nasact emerging leaders conference. rob gieser ....

Developing LeadersNASACT Emerging Leaders ConferenceRob Gieser [email protected], Deloitte Consulting LLPApril 19, 2018

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Developing leaders—NASACT emerging leaders conferenceCopyright © 2018 Deloitte Development LLC. All rights reserved. 2

Overview

• This presentation outlines a four-step approach to leadership development.

• It is intended to be interactive and includes questions after each step.

• Participants are encouraged to write down answers to questions and bring them up for discussion at the end of the presentation.

• The goal of this presentation is to encourage thinking and action plans about how we can develop leaders in our own organizations.


“I am not afraid of an army of lions led by a sheep; I am afraid of an army of sheep led by a lion.”

—Alexander the Great

Why is leadership important?

• The leadership of effective and well prepared leaders is critical to reaching organizational goals.

• Leaders shape strategy, communicate expectations, and motivate staff.

• Leaders need to make difficult choices and set an example of staff to follow; they establish the culture for your organization.

• “Forty-two percent of companies cite leadership development as very important.” Deloitte Global Human Capital Trends Report (2018).


Barriers to leadership development

Underperformance—Although leadership is a employee satisfaction, it is among the lowest-rated workplace dimensions.

Predicted shortages—Reports suggest that approximately half of senior executives will soon be eligible for retirement.

Disconnected leadership investments may reduce performance—Without a targeted, unified leadership strategy, the full potential of leadership development investments will likely be more difficult to achieve.

Rapidly changing environment—Increased accountability systems, emerging technologies, and shifting age demographics require adaptable leaders proficient in “soft skills,” while the government’s performance systems have traditionally promoted leaders based on technical ability.

Source: (Deloitte Federal Leader Development Placemat 2013)


2018 Deloitte Global Human Capital Trends Report

• Draws on a survey of more than 10,000 HR and business leaders globally

• Takes stock of the challenges ahead for business and HR leaders in a dramatically changing digital, economic, demographic, and social landscape

Leadership trends: Digital disruption

• High-performing leaders today need different skills and expertise than in generations past.

• Virtual teams can be harder to engage.

• The speed at which technology evolves requires leaders who are innovative and can think abstractly.


Identifying leaders

Empowering leaders

Measuring leaders

Growing new leaders

1 2 3 4

What are key characteristics?

• Team focus

• Emotional intelligence

• Engaged & communicative

How are you helping?

• Risk taking

• Authority

• Public support

Are your leaders performing?

• 360-degree Reviews

• Clarity of thought

• Business results

Can we make this repeatable?

• Environment

• Opportunities

• Growth plan

How can you develop leaders?

This presentation outlines a four step approach to leadership development:

Presentation title[To edit, click View > Slide Master > Slide master1]

Copyright © 2017 Deloitte Development LLC. All rights reserved. 7

Identifying leaders


How can you identify leaders?

Team focus—While leaders have different styles, they share key characteristics. They bring a point of view, shape outcomes, coach others, and value team performance over individual performance.

Emotional intelligence—Leaders bring out the best in teams through understanding, empathy, and their ability to focus on the people side of the project. Leadership is more than performing a set of technical tasks effectively.

Engaged & communicative—Leaders are passionate about what they do and are invested in the organization. They simplify complex ideas and promote team engagement through easy-to- understand direction.

Identifying leaders

Empowering leaders

Measuring leaders

Growing new leaders

1 2 3 4


Characteristics Who on my team is demonstrating? What are some examples?

Team focus

Emotional intelligence

Engaged and communicative

Identifying leaders: Putting it into practice

Instructions: Answer the following questions and think about ways to put ideas into action. 1



Empowering leaders


How can you empower leaders?

Encourage risk taking—Create opportunities for new leaders to take strategic risks. Allow them to make choices and be accountable for outcomes.

Give them authority— Consider allowing new leaders to staff their own teams and manage their own budget.

Demonstrate support—Guide and support the new leader. Express support for your new leader’s decisions and provide coaching and feedback behind closed doors.

Identifying leaders

Empowering leaders

Measuring leaders

Growing new leaders

1 2 3 4


Activity How am I encouraging activities? What more can I do?

Encourage strategic risk taking

Give them authority

Demonstrate support

Empowering leaders: Putting it into practice




Measuring leaders


Identifying leaders

Empowering leaders

Measuring leaders

Growing new leaders

1 2 3 4

How can you measure leaders?

Consider the iceberg—It’s important to understand the whole leader, not just the part above the waterline. A 360-degree review and input from direct reports can provide a more complete view of performance.

Clarity of thought—When evaluating leaders, think about how effective they are at communicating their vision and priorities. Can you summarize in a few simple words what it important to them and their team?

Business results—A good measure of a leader is how the business unit is performing. Is it meeting collective performance targets, and is the quality of the work and service good?


Activity How am I evaluating activities? What more can I do?

Consider the iceberg/360-degree Measurement

Clarity of thought

Business results

Measuring leaders: Putting it into practice




Growing new leaders


How can you grow new leaders?

Creating the right environment—An end goal for leaders is to grow other leaders. What steps are your leaders taking to help mentor, develop, and coach new leaders? Create an environment that allows for further growth and leadership succession.

Establish learning opportunities—Encourage your leaders to attend leadership training events and activities. Participate in scenarios, exercises, and workshops. Challenge your leaders with unique situations and help coach them to solutions.

Communicate a growth path—Talented leaders may consider leaving an organization if they feel like a path to further leadership is limited. Help your high value employees develop a path to leadership advancement.

Identifying leaders

Empowering leaders

Measuring leaders

Growing new leaders

1 2 3 4


Activity How am I encouraging activities? What more can I do?

Creating the right environment

Establishing learning opportunities

Communicate a growth plan

Growing new leaders: Putting it into practice



Guided discussion: Around the room

Identifying leaders• What are some examples of

people demonstrating leadership in your business?

• What sets these individuals apart?

Empowering leaders• How are you encouraging your

leaders?

• What ideas do you have for further encouragement?

Measuring leaders• How are you currently measuring

your leaders?

• What are your ideas for additional measurement?

Growing new leaders• How are you currently growing

new leaders in your organization?

• What are other ideas for growing new leaders?

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Copyright © 2018 Deloitte Development LLC. All rights reserved.

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developing leaders · 2018-04-11 · nasact emerging leaders conference. rob gieser ....

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