IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
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Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs. The learning objectives for this interactive session are: Understand the current state of leadership development in organizations Explore the reasons why LD often fails today Provide a leadership development framework to enable performance for all leader Review key metrics and enablers for leadership development
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IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
- 1. Time to Reshape Your Leadership Development Strategy? Jan Rijken January 23, 2020
- 2. Agenda • Changing world & leadership skills • Current state of leadership development • Why leadership development fails • Key enablers to reshape your leadership development • Futureproof LD framework • Questions and feedback
- 3. • Learning Director Wiley CrossKnowledge • Visiting professor at IE Business School • Former CLO at KPMG / Daimler / ABNAMRO • Live on a houseboat in NL • Family – 2 sons • Passion for sports Jan Rijken Recent Publications • L&D Global<>Local • Learner Engagement • Annual Learning Reporting • Corporate Learning Strategy • Digital Learning Readiness • Knowledge Transfer • Onboarding • Leadership Development • Skills acquisition • L&D performance consulting
- 4. About CrossKnowledge Key Figures Largest digital learning provider worldwide More than 7 Million. Learners worldwide 25% growth per year 350+ Fortune 500 clients across Europe and Asia 94% loyalty rate 25,000 learning objects 17 languages supported We empower your transformation with: 1. State of the art technology 2. Top quality content; 25,000+ learning objects 3. Effective implementation, glocalization and management support.
- 5. Impact on Leadership New Business Models Engaging the Workforce Purpose & Balance New Jobs & Skills War for Talent Employee Relations Demographic Shift Economic Turbulence Technology - Digitalization Globalization Dynamics in Our Environment
- 6. A C D E B How things were How things “are” B A DC G E How things work Shared values and culture Transparent goals and projects Free flow of information and feedback People rewarded for their skills and abilities, not position A network of teams Source: Rewriting the rules for the digital age. 2017 Deloitte Global Human Capital Trends Organizations Are Redesigning Themselves
- 8. Learning Doesn’t Drive Business – Skills Do PwC CEO Survey: Talent Trends 2019, Upskilling for a Digital World 2019 44% 44% 47% 52% 55% We are not able to innovate effectively Our quality or customer experience are impacted We are unable to pursue a market opportunity 8 in 10 ➜ CEOs say lack of key skills IS A SERIOUS THREAT to their company’s growth Our people costs are rising more than expected We are missing our growth targets
- 10. 3M+ Journal Articles What Makes a Good Leader? © 2019. Dr. Nick van Dam. Leadership Development
- 11. Leadership Development – Some Facts Source: Brandon Hall & CCL 1. 71% of the organizations say their leaders are not ready to lead for the future 2. 54% of organizations do not have successors for critical leader positions 3. 81% indicate that their leaders are not effective at developing leaders 4. 19% of leaders believe LD today is relevant to the issues they face 5. 90% of corporate organizations have LD 6. Only 5% have LD for all leaders
- 12. • Delivering business strategy • More effective leadership of change • Improving leader high-performance at all levels • Transform culture & trust Leadership Development Ambitions • Getting the right people in place • Improving career planning for potential leaders • Improving retention for current and future leaders • Solidify bench strength • Leadership development impact • Leadership development efficiency • Accelerate time-to-performance
- 13. What’s Needed to Reshape Your Leadership Development Strategy? Source: Harvard Business Review & CCL 1. Alignment with business strategy 2. Agree business sponsorship 3. Include changing perspectives on leadership 4. Demonstrating performance impact 5. Ground in a positive learning climate 6. Ensure optimal personalization 7. Professional marketing & positioning 8. Solid link to workplace 9. Clear design principles & embrace neuroscience 10. Skilled LD experts
- 14. Why Blend Your Leadership Development Scalability & cost savings (over F2F training) Reduce time away from work Link to learner needs & improve engagement Reduce time-to-competency Leverage collective experience & intelligence Faster application in the flow of work
- 16. How to develop all leaders without exception with optimal use of resources & budget? How to offer personalized learning to each leader at the moment of need? How to assure that all critical leadership skills are mastered consistently? Leadership Development Essentials:
- 17. Leading self Career Programs (Blended) Performance Modules (Stand-Alone-Blended) Onboarding Remote leadership Data-driven thinking Develop talent & diversity Operational excellenceLeading innovation Leading across cultures Taking difficult decisions Digital Essentials I have a capability gap I need help now Digitalization Leading your organization Leading your function Leading teams Leading people Coaching skills Communication skills Agile leadership Value-based management Your Performance Exec development Managing complex projects Influencing skills Assessment & link to performance cycle Managing performance Effective delegation Content examples Org. Transformation Program (Blended) We need to change Driving Transformation & Performance Your role in leading change and collaboration Leadership Development Framework Successful people leader Leading High-impact teams Exec development I want a next step Key leadership focus & ambitions Digital skills & mindset
- 18. Leading self Career Programs (Blended) Performance Modules (Stand-Alone-Blended) Onboarding Remote leadership Data driven thinking Develop talent & diversity Operational excellenceLeading innovation Leading across cultures Taking difficult decisions Digital Essentials I have a capability gap I need help now Digitalization Leading your organization Leading your function Leading teams Leading people Coaching skills Communication skills Agile leadership Value-based management Your Performance Exec development Managing complex projects Influencing skills Assessment & link to performance cycle Managing performance Effective delegation Key leadership focus & ambitions Org. Transformation Program (Blended) We need to change Driving Transformation & Performance Your role in leading change and collaboration Successful people leader Leading High-impact teams Exec development I want a next step Digital skills & mindset Leadership Development Framework
- 19. Blended Career Program - Example Experiential Learning Through Doing Simulations & games Leading people Industry conferences Virtual Classroom Develop your successor Leadership curricula Peer Coaching Formal Mentoring Yammer, Twitter Informal Feedback Leadership campus (portal) Action tips - Learning Job-shadowing Formal Learning Through Structured Means Turnaround assignment Cross-functional projects Mobility assignments Set clear goals to work towards Incorporate Feedback Reflection Leadership checklist Workshops External coaching Leader community Knowledge sharing LD books & podcasts Digital LD modules Company strategy & values MOOCs Online tests & Assessment Leadership learning App Social Learning Through Other People
- 22. Leadership Development KPI’s • Number of leaders trained • Number of LD programs delivered • Time-to-competence • Increased performance in role • % of leaders with the right skills • Pool of future leaders – successors • Retention of leaders • % of high potential leaders promoted • Leader performance impacting business • Client feedback
- 23. 1. Exec sponsorship for LD key initiatives 2. Linked to performance cycle & talent processes 3. Management accountability for development (coaching etc.) 4. Involve users in the design 5. Change management process, incl marketing strategy 6. L&D capabilities & mindset Key Enablers for Your LD Strategy
- 24. Thank You! Jan.Rijken@crossknowledge.com Jan Rijken on LinkedIn