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design
and facilitation of leadership development initiatives
Want
to have someone design and facilitate your leadership development
initiative who has done so for:
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• Qantas
(Senior Leadership Program) |
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• Myer-Grace
Bros |
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• K-mart |
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• Uncle
Toby's |
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• Australian
Paper |
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• Sunrice |
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• Lockwood |
KRG's
appoach to leadership development today?
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• To
move away from the traditional, one-off, three-four day
leadership program that focuses on leadership understanding
and concepts where all participants go through the same
program, no matter what individual needs may exist. |
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• The
initiative be undertaken over a period of twelve to eighteen
months (ongoing learning) and comprise group and individual
learning activities (of varying lengths) where the achievement
of the organisation's strategic needs are paramount in
all participant's minds. The learning initiative is to
be evaluated on its impact on organisational results
not only on satisfaction ratings (smile sheets) by participants
at the end of various components of the program. Competencies
learned and put to practice and the impact of these on
the organisation is the focus of evaluation. |
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• All
cases, learning activities to focus on organisation specific
examples. |
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• The
ownership of the learning outcomes will lie with the
learner, not the facilitator(s). |
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• Some
or all of the participants will be involved in an 'action/project
learning' component where specific in-house problems,
concerns and improvement needs will form the basis of
in-depth study. Savings emanating from the implementation
of project outcomes will repay the costs for this leadership
initiative several fold. |
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• As
a 'sheep dip' approach is not appropriate for today's
learner, coaching on a 1:1 basis will be another component
for this leadership development initiative. |
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