Fast Track Your Leaders With Practical, Applied Leadership Development-g-area meru

Leadership Are your leaders prepared for the #1 challenge they will face in the next 12-36 months? 91% of Senior Executives responding to a recent survey said that the "challenges that their organizations face are much more .plex than they were five years ago. This means that leaders must be better and faster at formulating, choosing, and implementing more .plex strategies. To do this, they must take a different approach. How do you determine just what key leadership skills are needed and how to best develop them in your leaders? Assessments, interviews, .petency modeling, instructional design, blended learning and ROI measurement are the traditional approaches. But they are typically time consuming and imprecise. There is a more effective way. In many ways todays training and development approaches resemble U.S. manufacturing processes in the early 80s. They make up a long learning production line that quite often produces a defective product with little ability to measure quality. Toyota challenged many long standing paradigms regarding manufacturing productivity and began bettering the US car industry by using Just-In-Time manufacturing practices. Accordingly, U.S. auto manufacturers were driven to change in order to .pete. Given the .petitive pressure .panies are facing today, it was only a matter of time before CEOs, the training organizations #1 customer, started to demand leadership development that could keep pace with the speed of change in their industry and business. Borrowing a page from JIT manufacturing practices, new and effective leadership training approaches: 1. Are designed to address specific job challenges vs. mass .petencies. 5. Design-in quality vs. inspect-in quality (i.e., after-the-fact ROI). Two of the most currently used leadership development tools today are stretch assignments and deploying multi-function project teams. While these steps should be a critical part of on-the-job learning programs, Action Learning provides a proven and more structured learning approach to Leadership Development. While Action Learning can take many forms, the basic premise is to focus on real work tied to significant business goals. Action Learning provides a more scalable format, a structured learning experience, and a proven support process. While the Action Learning principles of .pleting real work and achieving key business objectives can take many forms, we have found that three applications consistently bring measurable leadership results. 1. Business Simulations 3. Stretch Goal Projects Why Business Simulations? Develops a General Manager perspective Provides a great platform for Senior Leaders to play off and share their own learning Why Strategic Case Studies? Uses the .panys unique strategic history to teach people about the dynamics of the industry, the .pany, and leaders thought process Transitions people into understanding the current challenges and .petitive reality Why Applied Action Learning? Builds the ROI into the program measurement is easy and participants do it 相关的主题文章: