strategic leadership development content
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2700 Westown Parkway, Suite 200 West Des Moines, Iowa 50266
515-453-9590 fax 515-222-0565
1239 First Avenue, Suite B Cedar Rapids, Iowa 52402
888-278-4392
[email protected] www.LHH.com www.CRGpros.com
Maximizing Performance. Achieving Results.
Strategic Leadership Development
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Maximizing Performance. Achieving Results.
Learning Objectives
• Explore how leadership development helps achieve strategic goals and business results
• Explore how to guide processes required for effective leadership development– Assessment– Development
• Explore how to evaluate the contribution of leadership development to effectiveness – both individual and organizational
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Maximizing Performance. Achieving Results.
Agenda
• Outcomes – specifying the results to be achieved by leaders and by leadership development
• Competencies – identifying required knowledge, skills, characteristics, behaviors and practices
• Assessment – assessing current and/or potential leaders to identify strengths, development needs
• Development – selecting and implementing appropriate programs, resources, and tools
• Evaluation – measuring the effectiveness of leaders and the leadership development initiative
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Maximizing Performance. Achieving Results.
Outcomes: Strategic Challenges
• Sustained profit growth• Steady top-line growth• Consistent strategy execution• Innovation and entrepreneurship• Speed and adaptability to change• Customer loyalty and retention• Productivity improvement
• Relative competitive advantageThe Conference Board’s study of top business leaders’ “challenges of greatest concern”
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Maximizing Performance. Achieving Results.
Outcomes: Human Capital Challenges
• Successful succession• Employment growth• Competition for top talent• Leadership bench strength• Workforce adaptability to change• Employee engagement, retention• Performance improvement
• Leadership as competitive advantage
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Maximizing Performance. Achieving Results.
Competencies: The “right stuff” for leaders
• The things which are required for effective leadership (in an organization, unit, role, job)
• Knowledge, skills, characteristics, traits, behaviors and practices
• Keys to current +/or future success• Differentiators of top performers• Used for selection, development,
performance management, etc.
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Maximizing Performance. Achieving Results.
Competencies: One example
Results OrientationService Orientation
AdaptabilityInnovationLearning
Direction& Alignment
Talent DevelopmentPlanning & Organizing
AnalysisJudgment
Professional/TechnicalExpertise
InfluenceCommunication
CollaborationRelationship Building
Personal
Business/ManagementInterpersonal
Leadership
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Maximizing Performance. Achieving Results.
Competencies: Another example
Achieving Results
Team
Pla
ying
Creating Vision
Developing
Followership
Impl
emen
ting
the
Vis
ion
Following Through
Enhancing Leadership Effectiveness
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Maximizing Performance. Achieving Results.
Assessment: Examples
What competencies are required?Tools for defining leadership requirements:• Strategic Directions (organization, future)• Role Expectations (specific role, today)
How proficient are the individuals?Tool for assessing current practices:• Leadership Effectiveness Analysis
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Maximizing Performance. Achieving Results.
Development: Getting the right mix
• Individual development plans, including:
• Formal training: classes, online, blended; internal +/or external programs, resources
• Work-related experiences: action learning, stretch job assignments, guided task teams
• Coaching/mentoring: external +/or internal; individual +/or group, in-person +/or virtual
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Maximizing Performance. Achieving Results.
Example: LHH Leaders at all Levels
• 6-month blended learning approach includes 360 feedback, classroom + virtual sessions, coaching circles, and action learning projects– Collaborative leadership– Strategic thinking and acting– Communicating intentionally– Leading high-performing teams– Coaching for optimal performance– Managing change and conflict– Innovating while managing risk
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Maximizing Performance. Achieving Results.
Development Best Practices
• Align competencies and development plans with strategic challenges, business results
• Involve leaders: teaching, coaching, support
• Offer mix of internal, external formal learning
• Provide work-based learning opportunities
• Ensure clear goals, challenge, and feedback
• Access to resources/solutions (e.g., job aids, knowledge bases, experts, COPs, etc.)
• Measure and link learning and performance
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Maximizing Performance. Achieving Results.
Evaluation: Discussion
• Reactions – questionnaire re: satisfaction +/or perceived value
• Learning – test of knowledge +/or demonstration of skill acquired
• Behavior – self-report +/or ratings of others re: application on the job
• Results – other measures for assessing organizational impact
Examples?
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Maximizing Performance. Achieving Results.
Evaluation: Measure Results
• Employee engagement• Employee retention• Productivity improvement• Quality of products/services• Cycle time reduction• Customer satisfaction• Sales/revenues• Profitability• Return on investment (ROI)
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Maximizing Performance. Achieving Results.
CRG Lee Hecht Harrison Can Help
• Leadership Strategy & Program Design– Succession Management– Organizational Assessment
• Capability Development Programs– Leaders at all Levels– Internal Coaching– Team Coaching
• Executive Coaching Programs– Top Performance Coaching– Early Impact Assimilation– Targeted Coaching
Among top 10 leadership consulting firms according to Leadership Excellence magazine
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2700 Westown Parkway, Suite 200 West Des Moines, Iowa 50266
515-453-9590 fax 515-222-0565
1239 First Avenue, Suite B Cedar Rapids, Iowa 52402
888-278-4392
[email protected] www.LHH.com www.CRGpros.com
Maximizing Performance. Achieving Results.
Thank you for your participation!