Designing a Training Program That Meets Organizational Needs

8/9/2019 Designing a Training Program That Meets Organizational Needs

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The NextEvolution inLeadership

Development

Todays Session:

Dec. 8, 2009

Todays Sponsor:


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GoToWebinar Attendee Interface

1. Viewer Window 2. Control Panel


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Tips for the Webinar:

(800) 263-6317 or (805) 690-5753


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Todays Speakers:

Ed Cohen

Executive Vice President, Nelson Cohen

Global Consulting

Former CLO, Satyam School of Leadershipand Booz, Allen, Hamilton

Author, Leadership Without Borders and

Riding the Tiger: Leading through Learning in

Turbulent Times (May 2010)


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www.nelsoncohen.com

Ed CohenEd CohenAuthor, Leadership WithoutAuthor, Leadership Without

BordersBorders

Coming May 2010: RIDING THE TIGER: Learning Strategies for Leaders during Turbulent TimesPriscilla Nelson and Ed Cohen, published by ASTD Press


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In everything we own and everything we do, there has been

amazing progress in a very short time.

That being the case, why is most leadership development stillstuck in the ages of Aristotle and Socrates?

Given the need for business leaders to be well-rounded

professionals with global, multimedia perspectives, why is the

sage on stage still such a common method for developingleaders?


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1. Trainer/Facilitator

2. OD professional3. Learning Leader

4. Business Leader

5. Other (student, analyst, etc)

Choose the one best describing you


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1. New Business

2. Downsized

3. Remained the same

4. Upsized

5. Gone with the wind

During the past 12 months


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Teacher focused

Collective needs

One way communication

Knowledge reproduction

No immediate implementation


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5

FROM TO

Teacher focused Learner focused

Collective Individual

One-way communication Multi communication

Knowledge reproduction Knowledge construction

No immediate implementation Real time learning


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5 ideas to evolveleadership development


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Development is morethan Training


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Make development a process


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Social NetworkingLets talk Web 2.0


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1. Silent Generation :1925-45.

2. Baby boomers :1946-64.

3. Generation X :1965-79.

4. Generation Y :1980-2000.

5. Generation V:2000

-.

Choose the one that is you


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Silent Generation (Digital Aliens):

1925-45. Quite apart from the technology,

some use the mail.

Baby boomers (Digital Immigrants): 1946-64. Come into contact with technology in

their adulthood and they have some difficulties

in its use.


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Generation X (Digital Adaptive):

1965-79. Technological development coincides

with adolescence, are introduced to new

technologies through entertainment and videogames.

Generation Y (Digital Natives):

1980-2000. They have always lived with the

technology, live in worlds partly on / off line.


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Generation V (Digital Avatars):

2000 -. Their communication, personal

relationships are established through social

networks, virtual worlds and online gamingplatforms.


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Blend Field and Forum


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Field experiential, coaching, action learning


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Facilitator competency enabler

Coach

Performance Consultant

Key Account Manager

Knowledge Broker

Community Manager

Succession Planner

Detective


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Real Time Learning

Feedback from recipients

Monitored and employee and customer

satisfaction for 6 months80% one or bothmeasures substantially increased

Customer satisfaction, contract renewals, new

business

Employee satisfaction, Turnover

OTJ observation and feedback


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ImplementPortfolio Measurement


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Points assigned to learning/tasks

Higher points for demonstration

Minimum for successful completion


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Leaders as LearnersLeaders as Teachers


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Everyone is an

expert at something

No one is an

expert at everything


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Top 5 Need to Knowfor Leaders


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1. Happy days are here again

2. Cautiously Optimistic

3. Concerned for the future

4. Not so good

5. No clue

Which most closely reflects you?


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Assess and rebuild trust.


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Raise your hand if you believe

leaders can rebuild trust?


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How can leaders rebuild trust?


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Enhance communication.Even when you dont believe there is much to say,

there is much to say.


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ost optimize withretention in mind.


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ost optimize with

retention in mind.

Raise your hand if this is on your

leadership development agenda.


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Maintain integrityand high moral values.


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Be brand ambassadors.


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www.nelsoncohen.com

Ed CohenEd CohenAuthor, Leadership WithoutAuthor, Leadership Without

BordersBorders

Coming May 2010: RIDING THE TIGER: Learning Strategies for Leaders during Turbulent TimesPriscilla Nelson and Ed Cohen, published by ASTD Press


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Todays Presentation Slides

www.ecornell.com/dec8ppt

Whitepapers:

Considerations for Creating an Executive DevelopmentStrategy

www.ecornell.com/exec

A Leadership Development Maturity Model

www.ecornell.com/maturity

Who Should You Target for Leadership Development?www.ecornell.com/target


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Upcoming Webinars:

Dec. 10:

The New Wave of e-Learning Technologies

Dec. 16:

How to Reinforce and Sustain Your Training

More Info/Register at:

www.trainingindustry.com/webinars.aspx

Webinar materials archived at:

www.trainingindustry.com/webinars/webinars-on-demand.aspx


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Thank You! On b lf f r ining Industry, Inc., t nks t :

Todays Speaker:

Ed Cohen

Todays Sponsor:

All of you for attending

Questions or Comments? Please contact Tim Sosbe:

[email protected]

Documents

Designing a Training Program That Meets Organizational Needs