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We HR professionals typically assume that leadership development means focusing on the top tiers of the organization chart, evaluating individuals capababilites, personality styles, etc. of each leader and providing programming that helps those leaders develop targeted areas for improvement. In the fifteen years that I implemented these models I never had one invidual who requested 360 degree feedback, said thank you for the feedback, or demonstrated significant impact to organization performance.
I realized one day that perhaps there could be a better model of leadership and leadership development. Rather than focusing on the one leader at a time, I realized the value of teaching everyone how to address the organization’s most complex issues. What if leadership wasn’t about individual capabilities, but the ability of many people to address complex issues…together? What if leadership wasn’t about charisma or mysterious skills or competencies…but a repeatable measurable process? What if we could provide people the tools to make the leadership work fun and easy?
This program summarizes five years of research and writing and provides a unique paradigm of leadership develop. I discovered it was possible to train many people at one time. That the walls between silos were lowered when people shared a common language and process. I was able to demonstrate almost immediate results. Even more interesting, people who heard about the training asked to participate. Why?
The Toolbox approach presented here is quite practical and provides people a way to develop new possibilities. A sense of community develops because people understand how to do the complex adaptive work together. They become unstuck.
I look forward to meeting you and your participation in the session.
Who Should Participate
This program will benefit:
• Chief Learning Officers who are charged with developing a leadership development approach to improve the organization’s strategic positioning
• Organization development professionals who want to find easier ways for departments and teams embrace change
• Human Resource professionals who have been frustrated by the inability of conventional means to more quickly develop talent
What You Will Learn
• Value the difference between leader and leadership
• Better understand why traditional leadership development programs often fail to deliver expected results
• See leadership as a repeatable, improvable teachable process with measurable deliverables
• See a change process that is particularly helpful when undertaking adaptive change
• Leave with a leadership development that is easier, cheaper, more impactful than conventional approaches
The Leader’s Toolbox website ,www.theleaderstoolbox.com has significant supporting resources
Ralph Jacobson’s book, Leading for a Change: How to Master the Five Challenges Faced by Every Leader, provides not only theory, but 35 tools that can be easily incorporated into a leadership development program
Book: The Human Capital Edge: 21 People Management Practices Your Company Must Implement (or Avoid) to Maximize Shareholder value (Pfau and Kay).
Book: The Extraordinary Leader, (Zenger and Folkman)
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