Why Outsourcing Your Leadership Development is Bad for ... · Why Outsourcing Your Leadership...

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Why Outsourcing Your Leadership Development is Bad for BusinessGlain Roberts-McCabe, The Roundtable

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Where we’re going

• My story• The (lack of) evolution of learning vs. today’s work reality• Leadership Development 2.0• Panel Discussion• Put it to Action

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The provocation

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Something’s wrong with this picture….

(Deloitte Human Capital Trends 2015 Survey)

51% $$$ 6%

Ready51%

Urgent Need

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Leaders cultivating leadership, together

Guided Group MentoringPeer Group CoachingTeam Coaching

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87%Participant NPS

10,000+hours

6Awards

1000+Participants

Over 20 years of continuous improvement

100% Referral

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The (Lack of) Evolution in Leadership Development

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Economic Evolution

Agricultural Age• Settle• Grow things• Feed

Industrial Age• Automate• Make things move

Information Age• Aggregate• Program computers• Inform

Conceptual Age• Create• Invent• Innovate• Serve

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New Workplace Demands New CapabilitiesMore People Involved

Demands collaboration with colleagues

More Complex Data/Information

Demands strong internal networks

More Change & Complexity

Demands innovation and agility

Increased Drive to Productivity

Demands self care and reflection

Shifting Values of Next Generation Leaders

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Leadership Development Evolution

Agricultural Age• Settle• Grow things• Feed

Industrial Age• Automate• Make things move

Information Age• Aggregate• Program computers• Inform

Conceptual Age• Create• Invent• Innovate• Serve

Apprenticeship Age• 1:1 and on the job

Traditional Learning Age• Instructor led• Classroom based

E-Learning Age• More learner

directed• Web enabled• Virtual delivery

Blended Learning Age• Formal and informal• Classroom, online

and on-the-job

Collaboration Age• Learner driven• Flip the classroom• Real=time

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ISSUE 1: WHAT We’re Doing…

KnowledgeSkills

BehaviourAttitudeMindsetBeliefsValuesMotivations

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ISSUE 2: HOW We’re doing it…

Assessment & Action

Plan

Coaching

Mentoring

Training

On the Job Activities

E-Learning

Action Learning Projects

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The better way…Coaching

Mentoring

Peer Feedback

Informal LearningTraining

Assessment

Action Planning

On-the-JobLearning

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Leadership 2.0: Leaders cultivating leadership, together

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• Guided Group Mentoring• Senior Leader = Catalyst• Groups of 3-6 participants• 90 minute sessions• Every 4-6 weeks

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Size matters – so does frequency

4-6 6-8 8-12

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Stories from the field

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Dana Jacklin, HR Manager, Capability & Development, PepsiCo Foods Canada

Joel Leavitt, Marketing Manager, PepsiCo Foods Canada

Carla Sharkey, Director, Enterprise Project Management Office, Pelmorex (The Weather Network)

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Move to Action

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Are you ready?Yes or No?

1. Does your organization have a commitment to investing in people?

2. Does your senior team actively support development initiatives?

3. Do program participants make time for personal development?

4. Do you have a culture of transparency?

5. Do you have a culture of accountability?

6. Do you have a culture of feedback?

7. Do individuals have personal development plans?

8. Is there an openness to coaching?

9. Are you looking for something beyond the fundamentals of management?

10. Have you identified your key (high potential or high performing) talent?

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Final Thoughts

Break down siloes between approachesBe holistic – experience not topic basedFlip the classroom – make work the classroomFocus below the waterline – attitude, motivation, behavioursCultivate leadership from the inside out... Your best and brightest

CAN develop your next in line.

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And last but not least...

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