Note: This past Thursday, I had the pleasure of attending the fall conference for the Central Indiana chapter of the American Society for Training & Development (CIASTD). Not only was I able to attend, but I also had the honor of presenting. This post is a recap of that session. If you attended this – my sincere thanks for spending a little time with me!
If you’ve been following this blog, you’ll know that my style isn’t exactly conventional when it comes to learning. My career has been largely shaped by the opportunity of bringing learning experiences to the workplace, and I refuse to believe that those learning experiences have to “look” a certain way. As I began preparing the content for this session, my intent was to “represent myself” with phase(two)learning, rather than presenting on behalf of the day job.
You know, building brand awareness and all. :)
But I quickly realized my examples and talking points were coming directly from the new Leadership Development initiatives we have been implementing at the day job, and I was excited to share those, soooo…I just pulled double-duty on the representation.
The session title was “Breaking the Rules: Innovation & Interaction in Leadership Development Programs”. I was thrilled to see standing room only for the session! Conference attendees had several terrific topics to choose from during that time slot, so the fact that so many made the decision to spend a few minutes talking about Leadership Development was awesome.
Speaking of time slots…I was given the dreaded “right-after-lunch” time slot. When I saw the schedule a few weeks ago, this pretty much sums up my reaction:
(Okay, maybe I just wanted an excuse to share a pic of my adorable nephew, Logan.)
Despite the less-than-ideal time slot, I am proud to report that noticeable yawning was minimal, and no one fell asleep.
Did you know that U.S. businesses spend over $170 billion-with-a-B per year on leadership-based curriculum? Much of this is spent on leadership training.
Those of us in the learning biz know that training, education, learning and development are all different things. But from this statistic, it’s clear that many, many people don’t realize the distinction.
We don’t always need to be training our leaders, but we do need to be developing them.
Training often focuses on best practices. Development should focus on next practices. What’s next for me? What’s next for our team? What’s next for our organization? What’s next for our customer? What’s next for our industry?
You get the idea.
Leadership development programs will vary, depending on culture, people, needs, etc. Regardless of the myriad of differences, successful leadership programs often share 3 qualities:
Learner Motivation – Participants WANT to be involved. They take ownership of their development and are motivated to discover what might be “next” in their career paths.
Program Quality – A well-planned program and engaging content is a must. There must be a long-term strategy, not an ad-hoc hodgepodge (yes, that’s the technical term. Hodgepodge.).
Manager Support – A participant’s direct manager needs to be involved in the process, from providing ongoing feedback, to coaching, to helping his/her emerging leader to build relationships up, down and across the organization. This also goes for upper-level managers and executives: They need to be engaged in the program, endorsing its value and simply getting involved.
During the session, I challenged attendees to brainstorm in teams how they could facilitate leaderhsip/learning with methods they were provided. Here are a few photos from flip charts they used to record their discussions:
The slide deck from this session can be found here:
In the deck, you’ll find a number of other progressive ideas that we have recently implemented at the day job in our new leadership development program. If you have questions or would like to chat further about the, drop me a note or leave a comment below!
Did you know?! This session can be tailored and delivered for your organization, conference or retreat! Check out phasetwolearning.com for more information, or drop an email with your questions!
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