THE CONNECTED WEBINAR SERIES 2017-2018
http://cop.ccl.org/connected/connect/webinar-archive/
Vertical Development Ideas into Action: The RISE Approach to Leadership Development at the Bill & Melinda Gates Foundation. Kara Laverde (Deputy Director, People & Organization Potential, The Bill & Melinda Gates Foundation) talks about how they use the framework of vertical leadership development as both “spotlight” and “scaffold” in developing their people and promoting positive culture change. View the Gates Foundation white paper, Lead Your Culture or Your Culture Will Lead You. www.ccl.org/wp-content/uploads/2016/02/Gates-Ftdn.pdf
7. Development = Horizontal + Vertical
Vertical Development
Growing abilities to think and act in complex,
systemic, and interdependent ways.
Earned through life experience.
It’s about how you think.
Horizontal Development
Adding knowledge and skills.
Transmitted from experts.
It’s about what you think.
There are two types of leadership development:
Petrie, N. (2014). Vertical leadership development, Part 1: Developing leaders for a complex
world. Center for Creative Leadership. White Paper.
8. Vertical Leadership Development
Resources at
www.ccl-explorer.org/category/vertical-leadership-development/
www.ccl.org/Transformations
Nick Petrie’s white papers (also search www.ccl.org)
Transformations Cards based on Seven Transformations
Bill Torbert’s short videos
Research Forum: Advancing Vertical Leadership Development in a Complex
World with Global Leadership Associates
23. WHAT PARTICIPANTS ARE SAYING
“I’m making it a habit
to stop and breathe
when I get
overwhelmed.”
“I’m checking myself
against stories I’m
making up about
people.”
“I improved my capability
to experience my emotion
without judgement.”
“By walking away from my
cell phone and closing my
laptop, my conversations
have become more
meaningful and engaging.”
“I learned to ask more
questions to draw out
others who might not be
speaking up.”
24. • People are willing to get vulnerable and talk about their feelings in the workplace… and for some people,
sitting in a circle with no tables is vulnerability enough! (Start where they are).
• Engage the end-users all along the way.
• It’s okay to go out with a 85%-baked pilot, and adjust (don’t lock your design in too soon).
• Surface design tensions and trade-offs and be explicit in our choices.
• Keep a steady drip of change management and communication going.
• Walk the talk-- hold things loosely and stay flexible!
WHAT WE’RE LEARNING
We work across a broad range of issues, but all of them focus on removing the barriers that prevent people from living healthy, productive lives.
For more than 15 years we have learned several valuable lessons about how to tackle inequity as a foundation, and our approach continues to evolve, based on new evidence and changing circumstances facing the world.
For the year ended December 31, 2015:
Program Strategies = 29 (Source: 2015 Approved PST, Function, Advocacy, and Regional Strategy List - http://operations/SME/Documents/2015%20Approved%20PST,%20Function,%20Advocacy%20and%20Regional%20Strategy%20List.docx
Value of grants awarded = $3.9 billion(Source: FP&A and Data Infographic Sources Report)
Countries served = 121 (Source: FP&A and Data Infographic Sources Report)
Number of full-time employees worldwide = 1420 (Source: FP&A and Data Infographic Sources Report)
Number of grantees = 1109(Source: FP&A and Data Infographic Sources Report)
Number of grants awarded = 1669 (Source: FP&A and Data Infographic Sources Report)
U.S. states served = 31(Source: FP&A and Data Infographic Sources Report)
Number of employee alumni = 1100 (Source: Andrea Votko)
The resulting approach was sketched out, and over the course of several weeks was shared with numerous stakeholders, resulting in more than 80 pieces of individual feedback that were integrated into a version 2.
As we continue to build leaders who can create the direction, alignment, and commitment required for our collective success, I’m thrilled to announce a new approach to leadership development. As we sunset Gear Up, we are taking the best of that program and creating something open to all employees. And we’re calling it RISE.
Walk through slide.
Grow adaptive leadership capabilities that balance and integrate the technical requirements of leadership
Emphasize: In our volatile, uncertain, complex, and ambiguous world, we need adaptable leadership that compliments our technical leadership.
Take an inclusive approach to grow both current and future leaders simultaneously.
Emphasize: We know that everyone plays a role in creating a culture for impact, so this new program will be available to every employee.
Reinforce collective success via a focus of leading across internal and external boundaries
Emphasize: We’ll grow in ways that help us reach across internal boundaries in our matrixed environment, and across external boundaries with grantees and partners.
Expand leadership development beyond foundation walls via an open source strategy.
Emphasize: Our open source strategy enables us to offer growth opportunities to foundation alumni and our grantees and partners as the program matures.
Look for more information in August as we begin the program in September.
If you’re curious about design thinking, I encourage you to check out tools from the LUMA Institute or IDEO. Start with some small experiments—try a couple of tools as part of your instructional design process. Tap into the power of those for whom you’re designing, and see what goodness follows.