Leadership development

Leadership Development

Terry Meyer

Summary Presentation

©All the material in this presentation is copyright of Terry Meyer. terry@leadershipsa.com ; www.leadershipsa.com

Hay/Bloomberg Best Companies for Leadership 2011

1 General Electric2 Procter & Gamble3 Intel Corporation4 Siemens5 Banco Santander6 Coca-Cola7 McDonald's Corporation8 Accenture9 Walmart10 Southwest Airlines

11 ABB12 Microsoft13 PepsiCo14 Goldman Sachs15 Hewlett-Packard16 Unilever17 Cisco Systems18 FedEx19 Pfizer Inc.20 BASF

Hay/Bloomberg Best Companies for Leadership: Signature processes

• Positioning for the future (GE)• Accelerator experiences (P&G)• The “WOW” factor (Zappos)• Growth surge (ABB)• Part of everyday life (SW Airlines)

Fortune 2011 Top Companies for Leaders

• IBM• General Mills• Proctor & Gamble• Aditya Birla (Mumbai)

• Colgate Palmolive• Hindustan Unilever

(Mumbai)

• ICICI Bank (Mumbai)

• McDonalds

Leadership Development

Questionnaire: Where are you

now?

Individual Development

Identification of Leadership

Potential

Leadership DNA

Future Challenges

Leadership Development Framework

Leadership Challenges• External business environment – what’s changing?

– PESTEL– Diversity– World of work– Stakeholder demands– Sustainability

• Business strategy– New markets– New products & services– New geographies

What are some of the key challenges facing your leaders?

Hierarchical command and control approaches simply do not work any more. They impede information flow inside

companies hampering the fluid and collaborative nature of work today.

CEO IBM

What does this mean for Leadership?

Leadership DNA

Leader Leadership

Leadership DNA

Leadership DNA• What does leadership mean in your

organisation?• How do you institutionalise leadership?• Are leadership behaviours for success

defined?• Are there core development interventions to

align leadership behaviour across the organisation?

• Is leadership a key Executive agenda item?• Do Executives model sound leadership?• Is leadership branded in the organisation?

Personal Effectiveness

Organisational Collaboration

LeadingTransformation

Sustainable results

Leadership Performance Framework

TeamEffectiveness

© Copyright Leadership SA

Identifying Leadership Potential

Identifying Leadership Potential• Who will be your future leaders?• Where are they now?• If you had a $1m budget to grow next generation

Executives, who would you invest in?• Formal assessments at career milestones• Performance on stretch assignments• Start early• Clear criteria

Individual Development

Growing leaders: Principles• Understand the leadership “bench strength”• Invest in the right people• Align development to business strategy• Align development to personal needs & career• Involve Executives personally• Create conditions to apply learning• Work with individuals & teams• Manage transitions• Multiple learning processes• Formal and informal interventions• Importance of “on boarding”

Leadership Level

Academic ExecutiveEducation

In House Programmes

Individual / Accelerated Development

Specialised Courses

Executive AMP (HBS)LBSIEDP

Executive Forum

•Organisational change•Strategy •etc

Senior Management

ExecutiveMBA (UCT)

EDP (GIBS) Executive Leadership Programme

•Conflict mgt•Hi performance organisation•etc

Middle Management

MBA (WBS) MAP (WBS) Leadership Dev Programme

•Negotiation•PSDM•Performance mgt etc

1st Line Leaders

Supervisory Leadership/Accelerated Dev Programme

•Interaction management•Discipline •etc

Leadership Development Architecture

FormalTraining

Coaching &Mentoring

ExperientialLearning

Projects & stretch

Assignments

Business Driven Action

Learning

Build Connectivity

FutureChallenges/

Strategy

ContinuingEducation

Formal LearningInterventions:

Accelerated Development Programme

• Purpose of the programme• Selection to the programme• Career objectives• Duration of the programme• Structure of the programme• Personal assessment• Experience map

Accelerated Development Programme (cont)

• Coaching / mentoring / performance feedback• Courses / programmes• Preparing the environment• Roles and governance

Conclusion• Leadership provides a

business competitive advantage

• It should be strategic• It is transformational• Yesterdays leaders

may not be the right leaders for tomorrow

Now, more than ever, the world needs great

leaders!

Final Challenge:

Assume it is 3 years from now. As a result of your efforts your organisation is seen as one of the best led organisations and the leader in leadership development in the country.

What were the 5 – 10 key comprehensive strategies that you implemented 3 years ago that has enabled you to achieve this?