Tim HildrethDirector, Product Marketing/Content Solutions
A Step into the Future of Leadership Development
Sally HovisVP, Learning Design
www.skillsoft.com
How is Leadership at work like Survivor?
– Bad leaders can destroy a team . . . While good leadership can lead to success
– Not everyone who ends up in a leadership position wants to be there . . . Or has the skills for it!
– Leaders don’t always get credit for the good works of their team . . . But they often get the blame for the poor performance . . .
– And in the case of Survior . . . They’re often the first ones voted out!
– Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate . . . But stay out of the way.
– Bad leaders thinks its their job to stand around and tell everyone else what to do!
www.skillsoft.com
How is Leadership at work like Survivor?
– Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate . . . But stay out of the way.
Leadership Development: More Important Than Ever
• Today’s business pressures demand strong leadership– Economic downturn forcing
companies to do more with less– Global competition requires
constant innovation and flawless execution
– A strong leadership pipeline is one of the keys to sustainable business advantage
– Companies that invest in talent during a downturn can achieve breakthrough results – and long term value
– Executives are being held accountable for leadership pipeline--a board level issue
The Sales Pipeline
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Copyright © 2009 Bersin & Associates. All rights reserved.Page 6
Top Talent Priorities
TalentWatch Second Quarter 2009: Economic Downturn Causes Continued Cuts in Talent Investments, Josh Bersin, July 2009, n=306
The Leadership Value Chain
Source: Human Capital Institute
Engaged employees work harder, stay longer
Engaged employees drive customer satisfaction
Satisfied customers are loyal and stay
Customer retention drives profitability
Profits drive shareholder value
Employee engagement is a strong indicator of organizational performance…
The Leadership Value Chain
Source: Human Capital Institute
Engaged employees work harder, stay longer
Engaged employees drive customer satisfaction
Satisfied customers are loyal and stay
Customer retention drives profitability
Profits drive shareholder value
Employee engagement is a strong indicator of organizational performance…
…skill of the manager is #1 factor driving employee engagement
Leadership Development Challenges
the workplace for extended periods
• Leadership development programs are costly
• Because of cost, access to leadership development is often restricted, creating a “haves” versus “have-nots” mind set
• Leadership training is typically “event-based,” and beneficial effects tend to fade over time
• Leadership training takes key performers out of the workplace for extended periods
Components of Leadership Development
• Leadership development is a complex mix of training and “experiential” activities
• Often structured around competencies, with different approaches depending on level/audience
One-On-One Coaching
360 Assessment
Classroom Training
Online Learning Resources
Copyright © 2009 Bersin & Associates. All rights reserved.Page 11
Key Findings
1. Online training methods becoming more widely adopted with high levels of interest• 60% use self study (38% would like to)• 51% use online classrooms (48% would like to)• 27% use social networking (50% would like to)• 58% reported an increase of online components over the last two years
Source: Leadership Development Study, October 2008, N=281
Copyright © 2009 Bersin & Associates. All rights reserved.Page 12
Key Findings
1. Online training methods becoming more widely adopted with high levels of interest• 60% use self study (38% would like to)• 51% use online classrooms (48% would like to)• 27% use social networking (50% would like to)• 58% reported an increase of online components over the last two years
Source: Leadership Development Study, October 2008, N=281
The Role of Technology-Enabled Learning in Leadership Development:
• Extend the reach of leadership development:– Train all employees, at all levels, affordably
• Increase the effectiveness– Use as pre-work to
optimize classroom time– Use as post-work and
performance support to extend the benefits over time
• Stay current– The latest thinking from
leading authors, gurus– Inspire and provoke!
www.skillsoft.com
Continuous Learning vs. Event Learning
Source: Creative Training Techniques
70
60
50
40
30
20
10
90
100
80
Retention %
Day
1
Day
4
Day
7
Day
10
Day
13
Day
16
Day
19
Day
22
1 2 3 54 6
Day
26
Day
30
Drops to 10% in 30 days
Exposed to idea 6 times in 30 days = 90% retention
www.skillsoft.com
Management and Leadership Courseware
• Provides essential info on fundamental skills
• “Always on” so learners can get the training where and when they want
• Interactive simulations provide practice and review of key skills and new concepts
• Job Aids and SkillBriefs reinforce learning and ensure knowledge transfer
Self-paced courses provide an economical solution for broad deployment of learning
Customized Leadership KnowledgeCenter
Leadership Development Channel™
• Key products and services– Over 1,160 video-based programs
• Author QuickTalks• Executive QuickTalks• GreenTalks
– Annual series of live Executive Leadership Events, available by Webcast, satellite and videoconference
• Best-in-class video content, live and on demand • Prominent thought leaders, best-selling authors and
CEOs • A management tool to drive team development,
group learning and one-on-one coaching• Includes companion files with select videos available
for PDA downloading• Combines foremost theory with real-world application• Live events allow viewers to interact with speaker via
phone, fax and e-mail, and Twitter
Bill George Ann Mulcahy Steven Covey John KotterTom PetersLinda HillVijay Govindarajan
Keeping leaders up-to-date with the latest thinking!– Summaries of best selling business titles
• Books by foremost business authors and thought leaders
• Leadership guidance and business management expertise
– Ideal for time-starved executives• Succinct, quick to digest eight-page, format• Captures salient points
– NEW: Audio recordings of author presentations
– Ideal for on-the-go professionals• Multiple media formats
– Online– PDF– Audio
• Accessible from mobile device
Books24x7 ExecSummaries™
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Continuous Learning vs. Event Learning
Source: Creative Training Techniques
70
60
50
40
30
20
10
90
100
80
Retention %
Day
1
Day
4
Day
7
Day
10
Day
13
Day
16
Day
19
Day
22
1 2 3 54 6
Day
26
Day
30
Drops to 10% in 30 days
Exposed to idea 6 times in 30 days = 90% retention
www.skillsoft.com
www.skillsoft.com
Product Conception and Development
Product Design Requirements
• SHORT – no more than 2 hours per track• NOT “courseware”• Capitalize on BLEND of existing assets as much as possible
– QuickTalk Videos– ExecSummaries– ExecBlueprints– SkillBriefs– Job Aids– Business Impact Series
• Concise, targeted treatment of leadership development topics and competencies
• Content accessible from one place, regardless of the asset type
• Fresh, contemporary look and feel• Unique practice strategies
www.skillsoft.com
2 Possible Design / Use Case
Approaches
Tools
Business Impact
Tools
SkillBrief
Puzzles
Games, Riddles
Job Aids & Checklists
Reading
Chapter Download
Reading
LDC Video LDC Video
Challenge
Discussion
Entry Point
Quick Talk or LDC Video
Exit Point
Self-eval
WIKI
Performance Support/Reference
Tools
Business Impact
LDC Video
SkillBriefs
Puzzles
Games, Riddles
Job Aids & Checklists
Chapter Download
Reading
LDC Video
LDC VideoChallenge
Social Learning Site, Podcasts, Ask the Expert
Entry Point
Quick Talk or LDC Video
Exit Point
Self-eval
WIKI24 x 7Access Logical Sequence
with Flexible Access
New Product Development Process
www.skillsoft.com
Spring 2008 Brainstorming, Marketing Review
Summer 2008 Prototypes V1, V2
Fall 2008 Customer Demos/FdbkCAFÉ Preview/Fdbk
Tools
Business Impact
LDC Video
SkillBriefs
Puzzles
Games, Riddles
Job Aids & Checklists
Chapter Download
Reading
LDC Video
LDC VideoChallenge
Entry Point
Quick Talk or LDC Video
Exit Point
Self-eval
• Determine essential content• Sequence content for context• Select relevant existing assets• Create new assets to provide
context and connections
New Product Development Process
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Spring 2008 Brainstorming, Marketing Review
Summer 2008 Prototypes V1, V2
Fall 2008 Customer Demos/FdbkCAFÉ Preview/Fdbk
Winter 2008 20 Tracks Funded for 2009Determine Platform
Spring 2009 Product DevelopmentPerspectives Demo
Summer 2009 Cont. Development; CAFÉ Demo
Winter 2009 Testing & Release
The SkillSoft Leadership Advantage presents a targeted, concise, rich-media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: • QuickTalks• ExecSummaries• ExecBlueprints• Business Exploration
Series • Learning Sparks • Key Concepts • Self Assessments and
Tools.
SkillSoft Leadership AdvantageTM
The SkillSoft Leadership Advantage presents a targeted, concise, rich-media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: • QuickTalks• ExecSummaries• ExecBlueprints• Business Exploration
Series • Learning Sparks • Key Concepts • Self Assessments and
Tools. Combines foremost theory with real-world application
John KotterVijay Govindarajan Tom Peters
SkillSoft Leadership AdvantageTM
Welcome Screen provides a high-level overview of the content of each learning track as well as:• Left-hand navigation to
the different sections of the track
• A positioning Quick Talk• Objectives• Bios of Speakers and
Authors
Each section includes a variety of assets organized in a logical narrative:• Interactive Learning
Sparks introduce Case Studies for practice and review
• Key Concepts highlight essential info
• Quick Talks and excerpts from Executive Blueprints and ExecSummaries provide real-world insights
• Business Impacts• Self-assessments and
Tools provide tools to bring new skills into the workplace
Summary complements the information provided in the Welcome overview and frames the overall learning
Final Challenge provides a capstone event for learners to review key learning points through an interactive business challenge
Downloadable resources allow learners to access content “on the go”:• Audio and video
downloads of Quick Talks
• PDFs and audio versions of full ExecBlueprints and ExecSummaries
• Word®-versions of Tools and Self Assessments
Leading Organizations• Leading vs. Managing• Leading through Motivation• Leading Business Execution• Leading Change• Leading Innovation• Building & Leading Teams
Strategic Agility• Strategic Thinking• Globalization• Competitive Strategy• Risk Management
Managing• Managing Performance• Developing People• Moving into Management• Delegating• Coaching• Managing a Crisis• Goal Setting• Managing Remote Employees• Managing Managers• Hiring & Interviewing
Talent Management• Leading Diversity• Recruiting Talent• Retaining Talent• Succession Planning
Working with Others• Emotional Intelligence• Managing Conflict• Giving & Receiving
Feedback• Influencing & Persuading• Managing Upward
Relationships• Assertiveness• Business Writing• Communicating Bad News• Negotiating• Presenting
Process Management• Project Management• Business Process
Improvement• Quality Essentials• Outsourcing
Analytical Skills• Problem-Solving &
Decision-Making
Self-Management• Ethics, Integrity & Trust• Accountability• Priority Setting• Time Management• Creative Thinking• Career Management• Continue Self
Improvement• Adapting to Change• Persevering &
Overcoming Adversity• Stress Management• Work/Life Balance
Business Acumen• Finance Essentials• Business Case
Development• Budgeting Essentials• Business Plan
Development• Marketing Essentials• Customer Focus
Full Product Build Out – 2010 and Beyond
www.skillsoft.com
Individual SLA Track Design and Development Process
Development Process for Each Track
1. SKIL SME creates high level outline – “if you don’t know anything else about this topic, then be sure you know this”
2. Review existing assets; select most relevant, complimentary and engaging for inclusion in track
3. Write new assets1. Key concepts (text)2. Tools and self-assessments3. Interactive case-studies and activities (Sparks)4. Plan for culminating scenario-based practice activity
(Challenge)
4. Organize completed content into final sequence5. Final editorial review and audit6. Handoff for final production
1. Transfer into final platform2. Develop interactive case-studies and activities3. Develop Challenge
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The Sales Pipeline - Inverted
www.skillsoft.com
Example Leadership Development Path:
Executive Level:• Targeted, individualized development plans• Executive coaching• Performance support though reading and
viewing)
Mid Level:• Leadership Academy – Blended program
consisting of external and internal classes supported by online courses and other resources
• Job rotation/ stretch assignments with assigned mentor
• 360 degree feedback with assigned coach
Entry Level:• Leadership Fundamentals –
primarily online courses• Assigned readings• Entry-level mentorship program
Executives(~100)
Middle Managers(~300-500)
Front Line and First Time Managers(~3,000-5,000)
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NEW Research on Leadership Development
Available for Free at www.skillsoft.com