Supporting Leadership Development: Holding Leaders of Learners Accountable

7/28/2019 Supporting Leadership Development: Holding Leaders of Learners Accountable

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Development Dimensions International, Inc., MMXIII. All rights reserved.

Supporting Leadership Development:

Holding Leaders of Learners Accountable

Host: Annamarie Lang

Senior Consultant, DDI

Leadership Solutions Group


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Setting the Stage

Meet our panelists

Q and A

Best Practices

How can you participate?

2

Webinar Agenda

Development Dimensions International, Inc., MMXII. All rights reserved.


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Setting the Stage

Time for development:

28 percent of leaders felt

there was enoughtimeallowed at the job for

development.

3 Development Dimensions International, Inc., MMXII. All rights reserved.


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4 Development Dimensions International, Inc., MMXIII. All rights reserved.

Setting the Stage

A systematic approach:

60 percent of team or

project/ program

managers indicated that

their organization did not

have a systematic

approach to prepare atrainee to transferor

apply learning to the job.

Source: ESI International,Applying Training and Transferring Learning

in the Workplace: How to Turn Hope into Reality, 2011.


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Setting the Stage Management commitment:

62% of respondents cited

lack of managementcommitment as the main

reason theirsustainment

efforts have failed?

Development Dimensions International, Inc., MMXII. All rights reserved.5

Source: Atkinson, Sustaining Behavior Change and Business

Results: Lessons from the Leaders, 2012, Forum.


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Source: Broad & Newstrom, Transfer of Training: Action-Packed Strategies to

Ensure High Payoff from Training Investments, Perseus, 1992.

BEFORE DURING AFTER

Manager

Learner

Trainer

1 3

2

Research Results

Development Dimensions International, Inc., MMXIII. All rights reserved.6


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Meet the Panelists

Michael Poll

Manager, Training and Development

TMK IPSCO

Arlene P. Green, Ph.D.

Senior Director, Field Learning & Development

PepsiCo

Kara Schillaci

Director, Organization Management & Development

PepsiCo


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What are you doing to promote/drive

leader of learner support for training and

development? What positive outcomes have you seen

with your approach?

What challenges have you encountered?

What would you do differently?


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What one piece of advice would you offer

when it comes to supporting leadershipdevelopment?


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Best Practice #1

Engage leaders oflearners and seniorleaders inplanning.

Create a LearningCouncil

ImplementationPlanning/LearningJourney


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Best Practice #2

Engage the leaders oflearners and seniorleaders in the content.

Have them attend a 2.5hour primer:

Reinforcing LeadershipDevelopment


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Reinforcing Leadership Development

Generate

anticipation.

Ensure

complete focus.

Support

immediate

application.Provide ongoing

feedback.


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Best Practice #3

Just ask! What are the

things we actuallywant the leadersof the learners todo?

Do you providethem a checklist?


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Best Practice #4

Measurement isgood but whatabout measuringleaders oflearners role?

Leading Indicator

Survey


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Leading Indicator SampleStronglyDisagree

Disagree NeitherDisagree nor

Agree

Agree StronglyAgree

Since participating in the training, I have had opportunities to apply the

trained skills on the job.

I can identify at least one specific example of where Ive successfully

applied the skills that I learned in this training program.

The training has increased my confidence in applying the skills or

concepts on the job.

I feel motivated to use the skills I learned.

I think the training I recently attended is relevant to my job.

My manager does a good job of coaching and supporting me in my

development efforts.

I have met with my manager to discuss my action plan and how I will

apply what I learned in the training.

My manager is holding me accountable for making progress on my

development plan.

I know how to measure my progress in applying the skills I learned.

Employees here are recognized for positive leadership behaviors.

Employees here are recognized for using the behaviors taught in the

training.

I can articulate why the organization believes the training I recently

attended is important.


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Thank you Panelists!

Michael Poll

Manager, Training and Development

Arlene P. Green, Ph.D.

Senior Director, Field Learning & Development

Kara Schillaci

Director, Organization Management & Development


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Thank you.


Supporting Leadership Development: Holding Leaders of Learners Accountable

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