What Works in Leadership Development

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What Works in

Leadership Development

Warren Bobrow, Ph.D.

All About Performance, LLC

warren@allaboutperformance.biz

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What Is Leadership Development?

Developing skills in your current leadership

More effective in getting things done through othersMore effective in getting things done through others

Motivating others to do their best_{Motivating others to do their best}

Creating a situation where people can perform at _{Creating a situation where people can perform at}

their best their best

Identifying and developing your future leaders

Should be done in conjunction with your succession _{Should be done in conjunction with your succession}

planning planning

Groundwork

Competency Analysis

_{What are the critical leadership behaviors for your}_{What are the critical leadership behaviors for your}

organization? organization?

Alignment With the Agency

’

s Objectives

How do these behaviors help your organization be How do these behaviors help your organization be

successful? successful?

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Groundwork

Integrate development with performance

management

_{Reward leadership skills as you would meeting other}_{Reward leadership skills as you would meeting other}

objectives objectives

Make it a process, not an event

Use any measurement as a starting point for specific _{Use any measurement as a starting point for specific}

development activities development activities

Establish ongoing coaching/mentoring_{Establish ongoing coaching/mentoring}

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Groundwork

Determine what skills need to be developed

Many assessment techniques available to determine Many assessment techniques available to determine

individual and/or group needs individual and/or group needs

Everyone get the same development program or Everyone get the same development program or

customized? customized?

Assessment Techniques

—

360

360 Getting information from many people (boss,

Getting information from many people (boss,

subordinates, peers, internal customers, etc.).

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Assessment Techniques

—

360

360 Issues

Issues

Studies over time show that any improvement in Studies over time show that any improvement in

performance is relatively small performance is relatively small

Those who get low ratings are _{Those who get low ratings are}less_lessmotivated to _{motivated to}

improve improve

Better used for development than promotions._{Better used for development than promotions.}

Who should rate?Who should rate?

_{Are the ratings based on behavior or perception?}_{Are the ratings based on behavior or perception?}

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Assessment Techniques

—

360

360 Advantages

Advantages

Relatively inexpensiveRelatively inexpensive

Can be done online_{Can be done online}

A lot of data can be gathered quickly_{A lot of data can be gathered quickly}

Assessment Techniques

--

AC

Puts participants in a role of a fictitious

company.

Multiple exercises evaluated by multiple

assessors.

May also include other measures, such as

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Assessment Techniques

--

AC

Issues

Resource intensive, though not as much as before.Resource intensive, though not as much as before.

Developing a fair nomination process_{Developing a fair nomination process}

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Assessment Techniques

--

AC

Advantages

Feedback is very behavioral and objectiveFeedback is very behavioral and objective

Very face valid_{Very face valid}

Data extremely valuable in succession planning as _{Data extremely valuable in succession planning as}

validities have been demonstrated over 12 years of validities have been demonstrated over 12 years of performance.

performance.

Feedback from ACsFeedback from ACsdoes lead to improvements in does lead to improvements in

performance. performance.

Leadership Development

What

Doesn

’

t

Work (Hay, 2006)

_{Job Shadowing for senior managers}_{Job Shadowing for senior managers}

Outdoor activity-_{Outdoor activity}-based programsbased programs

Paper-Paper-based selfbased self--study leadership modulesstudy leadership modules

_{Executive MBAs and web-}_{Executive MBAs and web}_{-based self}_{based self-}_{-study modules}_{study modules}

when implemented too late in the person when implemented too late in the person’’s career.s career.

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Development Techniques

Development Techniques-

-Mentoring

Mentoring

Has been shown to be effective.

Informal programs work better than structured

ones.

Transmits institutional knowledge._{Transmits institutional knowledge.}

Well structured formal programs can affect _{Well structured formal programs can affect}

perceptions, but not much data on performance. perceptions, but not much data on performance.

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Development Techniques

Development Techniques—

—In

In-

-House University

House University

_{Allows for structured learning environment as the}Allows for structured learning environment as the

organization controls the curriculum. organization controls the curriculum.

Hone in on whatHone in on what’’s critical to the organization.s critical to the organization.

_{Research shows that more courses a person takes the}Research shows that more courses a person takes the

more likely that his/her performance will improve. more likely that his/her performance will improve.

Sales/Technical training has a higher ROI than Sales/Technical training has a higher ROI than

management training. management training.

Leadership Development

What Does Work

_{Having leaders at all levels who focus on creating a}_{Having leaders at all levels who focus on creating a}

work climate that motivates employees to perform at work climate that motivates employees to perform at their best.

their best.

Ensuring that the company and its senior _{Ensuring that the company and its senior}

management make leadership development a top management make leadership development a top priority.

priority.

Provide training and coaching to help intact _{Provide training and coaching to help intact}

leadership teams, as well as the individual leaders, leadership teams, as well as the individual leaders,

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Leadership Development

What Does Work When Started Early

Rotational job assignments for high potential.Rotational job assignments for high potential.

External leadership development programs for mid-_{External leadership development programs for mid}

-level managers. level managers.

_Web-_Web_{-based self}_{based self-}_{-study leadership modules for mid}_{study leadership modules for mid-}

-level managers. level managers.

Executive MBA programs for mid-Executive MBA programs for mid-level managers.level managers.

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How Do You Measure Effectiveness

Should be evaluated over time, not at one point.

Need to be able to distinguish high performers

and low performers

Performance appraisal data not necessarily the best_{Performance appraisal data not necessarily the best}