© Development Dimensions International, Inc., MMXIV. All rights reserved. 1 GUIDEBOOK: PREPARING “READY-NOW” LEADERS 4 3 2 1
Aug 20, 2015
© Development Dimensions International, Inc., MMXIV. All rights reserved. 1
GUIDEBOOK: PREPARING “READY-NOW” LEADERS
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© Development Dimensions International, Inc., MMXIV. All rights reserved. 2
Between the sheer
number of frontline
leaders needed…
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and the
difficult transition first-time leaders face…
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Between the sheer number of frontline leaders needed
the difficult transition of a first-time leader…
It’s tough to find
the right
frontline leaders to fill
those positions!
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Unfortunately, selection
processes are putting
people who are
into frontline leadership
positions.
NOT YET READY
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© Development Dimensions International, Inc., MMXIV. All rights reserved.
On top of that,
development programs
are not
getting new leaders
to where they need to be.
QUICKLY
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Where are
organizations
going
WRONG?
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Where are
organizations
going
WRONG?
Many organizations: 1. PROMOTE TECHNICAL EXPERTS
regardless of readiness or leadership
skills gaps.
2. LACK EFFECTIVE DEVELOPMENT PLANS
to close skills gaps and drive on-the-job
application.
3. PROVIDE INSUFFICIENT SUPPORT to
frontline leaders’ development.
© Development Dimensions International, Inc., MMXIV. All rights reserved. 9
Where are
organizations
going
WRONG?
Many organizations: 1. PROMOTE TECHNICAL EXPERTS
regardless of readiness or leadership
skills gaps.
2. LACK EFFECTIVE DEVELOPMENT PLANS
to close skills gaps and drive on-the-job
application.
3. PROVIDE INSUFFICIENT SUPPORT to
frontline leaders’ development.
© Development Dimensions International, Inc., MMXIV. All rights reserved. 10
Where are
organizations
going
WRONG?
Many organizations: 1. PROMOTE TECHNICAL EXPERTS
regardless of readiness or leadership
skills gaps.
2. LACK EFFECTIVE DEVELOPMENT PLANS
to close skills gaps and drive on-the-job
application.
3. PROVIDE INSUFFICIENT SUPPORT
to frontline leaders’ development.
© Development Dimensions International, Inc., MMXIV. All rights reserved. 11
Is your
organization
STRUGGLING
with any of these?
© Development Dimensions International, Inc., MMXIV. All rights reserved. 12
Here are
FOUR STEPS
to prepare
“ready-now” leaders
© Development Dimensions International, Inc., MMXIV. All rights reserved. 13
1
STEP
LOOK PAST the technical skills
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RESEARCH
DID YOU KNOW ? 31% only
of HR professionals and leaders feel their
leadership selection system is
EFFECTIVE.
?
© Development Dimensions International, Inc., MMXIV. All rights reserved. 15
There are FOUR CRITICAL
requirements for successful leadership:
1. What people KNOW
2. What people HAVE DONE
3. What people CAN DO
4. Who people ARE
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When you promote TECHNICAL EXPERTS,
you focus on only two of the four areas:
1. What people KNOW
2. What people HAVE DONE
3. What people CAN DO
4. Who people ARE
© Development Dimensions International, Inc., MMXIV. All rights reserved. 17
whether or not they have the
CAPABILITY
DISPOSITION
to be a leader.
or the
© Development Dimensions International, Inc., MMXIV. All rights reserved. 18
whether or not they have the
CAPABILITY
DISPOSITION
to be a leader.
or the
(Can they really lead others?)
(Do they even want to lead others?)
© Development Dimensions International, Inc., MMXIV. All rights reserved. 19
WHAT CAN YOU DO DIFFERENTLY?
ELIMINATE
promotion blind spots
by utilizing the
right assessment tools.
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2
STEP
Get people
on the
SAME PAGE
(ie. the same Development Plan)
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Bring the learner
and manager together
to discuss
where to focus development.
EXACTLY
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RESEARCH
DID YOU KNOW ? 75% more
Best-in-class organizations are
75% MORE LIKELY to have a defined process to
incorporate assessment results into
development planning.
?
Human Capital Management Trends 2012:
Managing Talent to Lead
Organizational Growth, Aberdeen Group
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Assessment
Data
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Informal
Feedback from
Coworkers
Assessment
Data +
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Ability
to focus
development
on the
RIGHT skills
= Informal
Feedback from
Coworkers
Assessment
Data +
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© Development Dimensions International, Inc., MMXIV. All rights reserved.
GREATER RETURN
ON DEVELOPMENT
Ability
to focus
development
on the
RIGHT skills
= Informal
Feedback from
Coworkers
Assessment
Data +
$$
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Once the learner and his/her
manager are on the same page
about growth opportunities,
they still need to
to establish an effective plan to
ensure that development actually
occurs.
WORK TOGETHER
© Development Dimensions International, Inc., MMXIV. All rights reserved. 28
3
STEP
BUILD effective
development
programs
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Once you know what needs
to be developed, you must
how the skills will be
acquired, applied, and
measured.
DETERMINE
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Successful development requires both
FORMAL and INFORMAL
learning as well as APPLICATION opportunities.
MAKE IT A JOURNEY!
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RESEARCH
DID YOU KNOW ? 79%
their confidence was high in frontline
leaders’ ability to execute when a
LEARNING JOURNEY approach was taken.
?
Be Better than Average: A Study on the State of
Frontline Leadership, DDI with HR.com
of respondents said
© Development Dimensions International, Inc., MMXIV. All rights reserved. 32
RESEARCH
DID YOU KNOW ? 79%
their confidence was high in frontline
leaders’ ability to execute when a
LEARNING JOURNEY approach was taken.
?
Be Better than Average: A Study on the State of
Frontline Leadership, DDI with HR.com
of respondents said
21% only
Felt the same for an
OPEN
ENROLLMENT approach
© Development Dimensions International, Inc., MMXIV. All rights reserved. 33
4
STEP
BUILD their manager‟s
skills
…so you don’t hear “I wish my boss would take this training!”
© Development Dimensions International, Inc., MMXIV. All rights reserved. 34
RESEARCH
DID YOU KNOW ? 50% only
of leaders feel their manager is
COMMITTED to their development.
?
© Development Dimensions International, Inc., MMXIV. All rights reserved.
While we‟d love to tell you
there‟s a „one size fits all‟
solution to garnering
support from the leader‟s
manager,
THAT’S SIMPLY
NOT THE CASE.
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© Development Dimensions International, Inc., MMXIV. All rights reserved.
TIPS
Here are a
FEW TIPS to get managers
supporting, modeling,
reinforcing, and
recognizing the learner.
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!
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TIP 1
Put time into planning
the learner’s and
manager’s
desired participation.
BE CLEAR about expectations
and don’t start with
too many things.
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TIP 1
Put time into planning
the learner’s and leader
of the learner’s
desired participation.
BE CLEAR about expectations
and don’t start with
too many things.
1
© Development Dimensions International, Inc., MMXIV. All rights reserved. 39
TIP 2 2
Provide the manager with
appropriate course work
and tools to achieve the
desired results.
Any tool the learner has
access to should be
ACCESSIBLE to his/her manager.
© Development Dimensions International, Inc., MMXIV. All rights reserved. 40
TIP 2 2
Provide the manager with
appropriate course work
and tools to achieve the
desired results.
Any tool the learner has
access to should be
ACCESSIBLE to his/her manager.
© Development Dimensions International, Inc., MMXIV. All rights reserved. 41
TIP 3
Have the manager be a
part of the Learning
Journey
BY INVITING him/her to key milestone
updates along the way.
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TIP 4
Remind the
manager that development
is a
SHARED
RESPONSIBILITY.
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TIP 5
Understand what your
stakeholders want to
know, and include that
MEASUREMENT
in the planning phase.
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Let’s
RECAP!
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Make sure you…
1. Look past the technical skills
2. Get people on the same page
3. Build effective development programs
4. Build their manager’s skills
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© Development Dimensions International, Inc., MMXIV. All rights reserved.
Make sure you…
1. Look past the technical skills
2. Get people on the same page
3. Build effective development programs
4. Build their manager’s skills
…
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© Development Dimensions International, Inc., MMXIV. All rights reserved.
Make sure you…
1. Look past the technical skills
2. Get people on the same page
3. Build effective development programs
4. Build their manager’s skills
47
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Make sure you…
1. Look past the technical skills
2. Get people on the same page
3. Build effective development programs
4. Build their manager’s skills
48
© Development Dimensions International, Inc., MMXIV. All rights reserved.
Make sure you…
1. Look past the technical skills
2. Get people on the same page
3. Build effective development programs
4. Build the leader of the learner’s skills
…and you’ll be on your way to
“ready- now” leaders!
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© Development Dimensions International, Inc., MMXIV. All rights reserved. 50
ARE YOU READY TO CREATE “READY-NOW” LEADERS?
Experts are
standing by at
+1-800-933-4463 or
to help.
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