Leadership Development
The Hero's Journey
In mythology, the hero's journey is about overcoming a series of obstacles to move from a state of naiveté to a state of wisdom. Similarly, the journey of leadership takes individual contributors from basic functional skill and aptitude to a high state of competence and leadership wisdom. The mythological hero (or heroine) often begins this journey unwillingly, as the result of some god's practical joke. In today's organizations, however, leaders are usually eager to begin a process that will make them more competitive in their organizations and allow them to add more value.
Research inidcates that executives and leaders are transformed through experiences that are carefully staged and composed of different kinds of interventions. A thoughtfully paced and managed series of learning processes provides executives and other leaders with the opportunity to build true leadership power.
An organization must be able to answer this question: What skills are needed in our culture to build leadership excellence?
Competencies are measurable attributes that link to organization success. They may be technical abilities, behavioral abilities (such as creating a strategy), personal characteristics (such as intellectual horsepower), or attitudes (such as positive energy).
I demystify competency development by drawing on research-based models to create customized competency sets. A strong competency framework has multiple applications, including selection, evaluation, and, of course, development. It also lays the foundation for learning need identification.
It is powerful to involve the leaders themselves in creating a development program. Such participation increases excitement and builds the program's credibility.
I help create ways of involving leaders in the identification of the competencies they will ultimately develop. Such participation may involve constructing leadership advisory committees, department meetings, surveys, focus groups or critical incidents interviews. I also coach internal sponsors and leadership program managers on their responsibilities in the area of organizational interface.
A 360 process gathers feedback from a leader's co-workers—self, boss, peers, direct reports, customers and others—on identified competencies and shines a spotlight on strengths, weaknesses and gaps.
I provide basic 360 process tools or bring in technology partners whose on-line 360 expertise complements my development ability. Poorly managed 360 processes can backfire; I provide expertise on best practices which allows the organization to implement 360's successfully and deal with issues like the fear of repercussions, anonymity, process clarity and reporting practices.
360's are optimally illuminating if results are provided anonymously in confidential one-on-one settings. Learners may feel more comfortable if the person who sees and helps interpret their results comes from outside the organization.
I am well versed at interpreting a variety of feedback instruments and provide strong and effective coaching.
Workshops and group learning are a core part of a leadership development process. Not only do they build ability, but they also set the tone for a leadership climate.
I have had great success in creating high-level workshops for executives and other leaders. My unique offering is in building highly customized programs. I do not sell pre-existing workshops as part of my business model. I have access to a wealth of research-based frameworks and content I draw on in the service of leadership development. However, the strongest applicatoin of my skills is with clients who are looking for a strategic partner to design programs that specifically match their company and leadership brand. I have extensive experience working with internal leadership exemplars at the CEO level to build workshops that resonate with employees and are consistent with the organization's special culture and language. Depending on the need, I can present the workshop programming myself, alone or in conjunction with internal resources.
E-learning is appearing in more and more organizations as an alternative to classroom experiences and as a way to reach large groups of far-flung employees. The technology is novel, but the principles of adult learning are classic.
Too often e-learning experiences are nothing more than hypnotic page turners which do not stimulate learners or promote meaningful skill development. I create dynamic participant-based e-learning programs that pay back the organization's investment in its e-learning technology.
Executives and high-level leaders learn kinetically. One of the best ways for leaders to integrate skills is through action learning projects where they take on real business issues and develop ability through coaching on on-the-job assignments.
I have rich expereience in identifying learning projects for leaders that link to the strategic goals of the organization. These projects may involve my coaching leaders who must facilitate key meetings, initiate change, develop other high potential employees, or create an organizational strategy or brand.
It is important to measure leadership performance and tie it back to organization results. I have experience in measurement which empowers the organization to evaluate the effectiveness of its development process by using tools (such as organizational climate surveys) which link leadership performance to business results.
The hero's journey is a lifelong one, unfolding in many stages. So too, the journey of leadership. As an ally to the organization, I provide roadmaps and experiences that expedite the journey and make it more rewarding and productive.
For more information about how Andrew Black consulting can transform your leadership development efforts, click here.