2. What are the primary of
objectives of your leadership
development program??

3. ?
We have re-evaluated
leadership competencies
for our organization in the
past 6 – 12 months.

4. What you should take-away:
Poor leadership skills are costly to an organization. Organizations need to develop
leaders faster, and build deeper bench strength.
Employee focused leadership development strategies help meet the challenges
faced by today’s leaders.
5 best practices that you can implement to improve your leadership development
program.

5. 360
MILLION
WORKERS WILL RETIRE FROM THE
GLOBAL LABOR FORCE BY 2030

6. Up to 40 to 50% of imported executives
fail within the first 18 months – internal
development is key to success!
SOURCE: McKinsey Global Institute

7. Knowledge transfer might be the single best reason to
improve your leadership development program . . . now.
33%
by
2016
Of the workforce will be over the age
of 50. Up from 27% in 2007
SOURCE: U.S. Census Bureau
48%
Of companies have no intention to do any
strategic planning about how retirement
affects their business!
SOURCE: AARP Poll
Experience,
knowledge, and skills!

8. Employee Retention
Customer Satisfaction
Employee Productivity
SOURCE: Making the Business Case for Leadership
Development, The Ken Blanchard Companies, 2011.
Poor leadership practices
negatively impact…

9. Employee Retention
As much as 32% of an organization’s
voluntary turnover can be avoided through
better leadership skills.
SOURCE: Making the Business Case for Leadership
Development, The Ken Blanchard Companies, 2011.
Poor leadership practices
negatively impact…

10. Customer Satisfaction
Better leadership can generate 3-4%
improvement in customer satisfaction
scores…corresponding to 1.5% increase in
revenue growth.
SOURCE: Making the Business Case for Leadership
Development, The Ken Blanchard Companies, 2011.
Poor leadership practices
negatively impact…

11. Employee Productivity
Better leadership practices could eliminate
5-10% of productivity drag.
SOURCE: Making the Business Case for Leadership
Development, The Ken Blanchard Companies, 2011.
Poor leadership practices
negatively impact…

12. Key Challenges Faced By Our Leaders
What do you need your leaders to do to be successful?
Uncertainty Changing DemographicsNeed for Speed

13. Great Man
Theories
Leaders are born,
not made
Group Theories
Leadership emerges
in small group
settings
Trait Theories
Universal leadership
traits that can be
taught and learned
Behavioral
Theories
Behavior patterns
that results in
leadership success
Leadership Models For Development

14. Contingency
Theories
Leadership
behaviors in specific
situations
Excellence
Theories
Traits, behaviors,
and situations allow
people to lead
Transactional /
Transformational
Theories
Behaviors in specific
situations
Social / Connected
Theories
…
Leadership Models For Development

15. VISION:
Where are we going and why?
STRATEGY:
How will we get there?
Leadership In Your Organization
RESOURCES:
What’s available and needed?

16. With each generation entering the workplace, a greater emphasis is placed
on continual development as these new employees know that they are
unlikely to stay more than a few years;
…IT’S ABOUT WHAT THEY CAN DEVELOP AND ACQUIRE TO TAKE TO THE
NEXT STOP IN THE CAREER JOURNEY.
We know that effective leaders are one of the most important influences on
levels of engagement.
Source: Rebecca Ray, Employee Engagement in
a VUCA World

17. Strong
Executive
Involvement
Tailored
Leadership
Competencies
Alignment with
Business
Strategy
Target Multiple
Levels of
Leadership
Learn By Doing
and
Application
5 Ways to Build a Better Leadership
Development Program

18. Building Teams Own Personal
Development
Clearly Connect
Performance and Bottom
Line Results
1. Executive Involvement

19. Financial Results
Key Employee Retention
Business Impact
Improve Organizational IQ

20. Focus on
people
development
and growth
Look to the
future and
strengths
Maximize
potential
Challenge the
status quo
2. Tailored Leadership Competencies

22. The most effective leaders are all alike in one crucial way: they all have a high
degree of what has come to be known as emotional intelligence. It’s not that
IQ and technical skills are irrelevant. They do matter, but…they are the entry-
level requirements for executive positions…
…emotional intelligence is the sine qua non of leadership. Without it, a
person can have the best training in the world, an incisive, analytical mind,
and an endless supply of smart ideas, but he still won’t make a great leader.
Source: Daniel Goleman, What Makes a Leader, Harvard Business Review

23. INTERPERSONAL
SKILLS
ABILITY TO
DEVELOP
OTHERS
INTELLIGENCEVISION CHARACTER
PEOPLE
DEVELOPMENT
LEARNING
AGILITY
DIGITAL LITERACYCOLLABORATION GLOBAL
CITIZENSHIP
EMERGING COMPETENCIES

24. 3. Align with Business Strategy
Identify
successors for
critical roles
Enhancing
effectiveness of
current leaders
Accelerate the
development of
high potentials
Develop
leadership bench
strength
Influence or
change company
culture
Increase
employee
engagement and
productivity

25. 4. Target Multiple Levels
Supervisory and Team Lead
High Potential Employees
Managing
New Managers And Newly Promoted
Advanced Leadership
Mid And Senior Level Managers
Technical And Professional
Executive Development
Senior Directors And Vice Presidents

26. Developing Learning Plans at Different
Levels
Supervisory and
Team Lead
• Changing roles and
communication
• What is leadership
• Working with peers
• Delegation
• Establishing
credibility
New Managers
• The management /
leadership mix
• Working with peers
• Developing others
• Emotional
intelligence
Mid-Level
Managers
• Learning resources
targeted to their
role of managing
other managers
• Job rotation and
stretch assignments
for growth
• Feedback and
mentoring
Technical and
Professional
Leaders
• Leadership
fundamentals,
business acumen
and
communication
skills
• Learning at the
time of need and
on-demand
Executives and
Senior
Leadership
• Higher level
leadership skills –
motivation, strategy
and innovation
• Peer to peer
collaboration
• Highly focused
development plans
and executive
coaching

27. 5. Learn By Doing
Rotational
Assignments
Action Learning
Task Force or
Project Team
Mentoring

28. Experience is a hard teacher. She gives
the test first, the lessons afterwards.
Source: Return on Impact: Leadership Strategies for the Age of Connected Relationships
by David Nour

30. Strong
Executive
Involvement
Tailored
Leadership
Competencies
Alignment with
Business
Strategy
Target Multiple
Levels of
Leadership
Learn By Doing
and
Application
5 Ways to Build a Better Leadership
Development Program

31. Excellence In Leadership Program
When leaders understand the big picture,
we are able to work together more
efficiently and produce the best collection
of products and systems for our
customers.
Kristen Nazario, HR Director,
Bally Technologies

32. CORPORATE
COMMITMENT
GOAL ATTAINMENT
LEADERSHIP
VALUES
BALLY PRODUCT
CUSTOMER FOCUS
INTELLECT
OPERATIONAL ISSUES
SELF-FOCUS
GAMING 101
Excellence In Leadership Program

33. OF PARTICIPANTS GRADUATED FROM THE
PROGRAM80%
earned promotions within
three months of
graduating
30%Our Leadership Development Program has contributed to
better collaboration and synergy among departments – we
are a global company that develops, manufactures, and
services numerous systems and products, when leaders
understand the big picture, we are able to work together
more efficiently and produce the best collection of products
and systems for our customers.
Kristen Nazario, HR Director, Bally Technologies
Excellence In Leadership Program

34. KEY TAKE-AWAYS
Poor leadership skills are costly to an organization.
Organizations need to develop leaders faster, and build
deeper bench strength.
Strong executive involvement, tailored competencies,
strategy alignment, targeting leaders at all levels and
integrating application of learning and new skills are key
strategies for better leadership development.
BizLibrary provides leadership development resources
targeted to key competencies and leaders across your
organization.

35. Improving Productivity with Mentoring
8 Part Video Series
• What is mentoring?
• Why a mentoring program?
• Creating a mentoring program
• Matching protégés with mentors
• Making a mentoring agreement
• How to be a mentor
• How to be a protégé
• Mentoring meeting guidelines

36. Succession Planning for Your
Organization
Succession Planning
Video Series
• People Back-Up
• 8 Critical Steps
• The Transition Process
• The Private Business

37. 1. Congratulations, You're a Supervisor!
2. How Good Do You Want to Be?
3. Personal Traits for Success
4. Establish Credibility to Lead
5. Going From Buddy to Boss
6. Your First Team Meeting
7. Research Your New Team
8. Get Team Feedback from Others
9. Interview Your Team
10.Observe Your Team in Action
11.Develop a Team Strategic Plan
12.Mistakes to Avoid
Developing Your New Managers

38. Developing Emotional Intelligence
Emotional
Intelligence Video
Series
• What is Emotional Intelligence?
• Developing Self-Awareness
• Developing Self-Regulation
• Developing Self-Motivation
• Developing Empathy
• Developing Effective
Relationships
• Emotional IQ and DISC

39. No Risk Experiential Learning
Business Impact and
Challenge Series
• Course: Problem Solving:
Process, Tools, and Techniques
• Provide leaders with scenario-
based learning that enables
them to experience real world
situations in safe, exploratory
environments.

40. Improve employee performance with the largest
and fastest-growing library of training videos.
FREE 30-DAY TRIAL!
no risk and
no obligation

41. Visit
align.bizlibrary.com
to learn more.
• 24 Breakout Session from
Practitioners and Industry
Leaders
• 2 Inspiring Keynote Speakers
• Client Awards and Recognition
• Networking and Fun Events!

42. Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
#BIZWEBINAR