“how do now” is an online learning and performance support ... · leadership for business...
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VISUAL MOCK-UP OF “HOW DO NOW”
“How Do Now” is an online learning and performance support tool which helps companies develop future leaders through
on-the-job, real work experience with support from their supervisor and colleagues.
LEADERSHIP FOR BUSINESS PERFORMANCE
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LOGIN
Y O U R C O M PA N Y
Developing Leadership with
PASSWORD
USERNAME
HOW DO NOW®
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Welcome
Message to Leaders and Future Leaders
CEO, Your Company
A TRANSFORMATION IN OUR LEADERSHIP CULTURE
SELF-DIRECTED DEVELOPMENT
Set your own priorities, decide what you need to learn and
manage your own progress. Follow these steps:
STEP 1
• Understand what is expected of me
STEP 2
• Decide what I need to learn and do differently in my job
STEP 3
• Learn from the ‘How To’ Guides and put it into practice
STEP 4
• Ask colleagues and team members for feedback and
suggestions, and do the same for them
STEP 5
• Review my progress and refocus my leadership journey
OUR LEADERSHIP VISION YOUR LEADERSHIP JOURNEY
BUSINESS CHALLENGES
LEADERSHIP VISION
DEVELOPING FUTURE LEADERS
ON-THE-JOB, SELF-DIRECTED LEARNING
Understand Decide Learn Ask Review View My Profile
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1. UNDERSTAND WHAT IS EXPECTED OF ME
TO COMPLETE STEP 1
• Read the Leadership Expectations and Shifts
• Consider how they apply to you and the job you do
• Set up a Leadership Conversation with your manager
• Confirm understanding of leadership expectations and shifts
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 1 YOU WILL HAVE
• Understood what is expected of you as a leader
• Clarified and agreed how it applies in the job you do.
• Ensured leaders in your team know what is expected of them.
IN MY JOB
FUTURE LEADER PROFILE: CAPABILITIES
Growth Driver
• Personally ambitious, and ambitious for the Company
• Has a clear vision of the future for the business
• Creates excitement in and commitment to the future growth
path of the business
• Generates drive, energy and ambition in the workforce
• Spots opportunities and generate leads
• Drives the delivery of excellent customer service
Innovator
Fast-Paced Deliverer
Team Builder
Change Champion
Talent Developer
OPTIONAL FEATURE: LEARNING POWER
• Open Readiness, Mindful Agency, Curiosity, Creativity,
Sense-Making, Collaboration etc….
Welcome Understand Decide Learn Ask Review View My Profile
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2. DECIDE WHAT I NEED TO LEARN TO IMPROVE MY LEADERSHIP IMPACT
TO COMPLETE STEP 2
• Take the leadership self-assessment.
• Review your profile and identify development priorities.
• Review profile with your manager and agree priorities.
• Identify opportunities and agree how you need to demonstrate
the leadership expectations and shifts in your job.
• Set your goal and create a development plan with reference to
How To Guides and other resources.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 2 YOU WILL HAVE
• Completed the leadership self-assessment.
• Reviewed your ratings and agreed priorities.
• Identified opportunities and agreed what you need to do to
demonstrate leadership in your job.
• Set a development goal and created a plan.
• Ensured leaders in your team have completed this step.
LEADERSHIP SELF-ASSESSMENT
The Leadership Self-Assessment is designed to support your
self-directed learning journey against our leadership
expectations and leadership shifts.
RATE YOUR LEADERSHIP, NOW
As you make progress on your leadership journey, use the
survey to track your progress and refocus your leadership
development goals.
GO TO
THE LEADERSHIP
SELF-ASSESSMENT
Welcome Understand Decide Learn Ask Review View My Profile
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RATE YOUR LEADERSHIP
• Rate your leadership against our Future Leader Profile
Capabilities using the rating scale below.
• Press ’Submit’ to produce your current leadership profileLEADERSHIP SELF-ASSESSMENT
The self-assessment invites you to rate yourself against each of
the leadership expectations and leadership shifts as you make
progress to your goal defined as, ‘Colleagues say I do this
consistently well.’
• I AM AWARE OF THIS
• I KNOW WHAT THIS REQUIRES ME TO DO
• I HAVE THE OPPORTUNITY TO PRACTICE THIS IN MY JOB
• I RECEIVE FEEDBACK ON HOW WELL I DO THIS
• I AM LEARNING AND IMPROVING HOW I DO THIS
• COLLEAGUES SAY I DO THIS CONSISTENTLY WELL
At the end of the survey, press submit to view your current
leadership profile.
1. Growth Driver: You are personally ambitious and ambitious for the
Company. You have a clear vision of the future for the business. You
create excitement in a commitment to the future growth path of the
business. You generate drive, energy and ambition. You spot opportunity
and generate leads. You drive the delivery of excellent customer service.
I AM
AWARE
OF THIS
I KNOW WHAT THIS
REQUIRES ME TO
DO
I HAVE THE
OPPORTUNITY
TO PRACTICE
THIS IN MY JOB
I RECEIVE
FEEDBACK ON
HOW WELL I DO
THIS
I AM LEARNING
AND IMPROVING
HOW I DO THIS
COLLEAGUES
SAY I DO THIS
CONSISTENTLY
WELL
I AM
AWARE
OF THIS
I KNOW WHAT THIS
REQUIRES ME TO
DO
I HAVE THE
OPPORTUNITY
TO PRACTICE
THIS IN MY JOB
I RECEIVE
FEEDBACK ON
HOW WELL I DO
THIS
I AM LEARNING
AND IMPROVING
HOW I DO THIS
COLLEAGUES
SAY I DO THIS
CONSISTENTLY
WELL
LEADERSHIP CAPABILITIES
2. Innovator
PRESS SUBMIT
SEE YOUR CURRENT LEADERSHIP PROFILE
Welcome Understand Decide Learn Ask Review
LEADERSHIP SELF-ASSESSMENT
View My Profile
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REVIEW YOUR PROFILE
• Which capabilities are most/least developed?
• Which capabilities do you want/need to improve, now?
• How might you...
• Seek clarification on what is expected of you?
• Identify opportunities to learn and practice?
• Obtain more feedback on how well you are doing?
Welcome Understand Decide Learn Ask Review
YOUR LEADERSHIP PROFILE
TO COMPLETE STEP 2
• Take the leadership self-assessment.
• Review your profile and identify development priorities.
• Review profile with your manager and agree priorities.
• Identify opportunities and agree how you need to demonstrate
the leadership expectations and shifts in your job.
• Set your goal and create a development plan with reference to
How To Guides and other resources.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 2 YOU WILL HAVE
• Completed the leadership self-assessment.
• Reviewed your ratings and agreed priorities.
• Identified opportunities and agreed what you need to do to
demonstrate leadership in your job.
• Set a development goal and created a plan.
• Ensured leaders in your team have completed this step.
View My Profile
LEADERSHIP ‘HOW TO’ GUIDES
The Leadership Self-Assessment is designed to support your
self-directed learning journey against our leadership
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3. LEARN FROM THE ‘HOW TO’ GUIDES AND PRACTICE TO DEVELOP SELECTED LEADERSHIP CAPABILITIES
TO COMPLETE STEP 3
• Take an improvement priority from your leadership profile.
• Choose a context (a situation, project or relationship) in which
you want to apply, practice and improve.
• Look at the How To Guides for practical improvement ideas
• Get advice from you manager or colleagues.
• Use improvement ideas to practice, practice, practice.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 3 YOU WILL HAVE
• Selected an improvement priority and a context in which you
want to improve it.
• Looked at the How To Guides and taken advice.
• Applied ideas and practiced... Often.
• Supported and advised leaders in your team to help them
complete this step.
GROWTH DRIVER
INNOVATOR
FAST-PACED DELIVERER
TEAM BUILDER
CHAMPION OF CHANGE
HOW TO GUIDES
TALENT DEVELOPER
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HOW TO GUIDE: TEAM BUILDER
WHAT TO DO
Successful leaders build high performing teams with five
characteristics:
• A meaningful higher purpose that engages everyone
• Specific performance goals that align to your purpose
• A good mix of complementary skills
• Strong commitment to how work gets done
• A sense of mutual accountability, trust and support
See:
The Discipline of Teams, Katzenbach and Smith, HBR, 1993
5 Factors that Make Great Teams, L Lavine, Fast Company, 2014
HOW TO DO IT
Read The Discipline of Teams. Ask your team to read it, too.
Meet together, clarify what the characteristics mean for your
team and rate your team on a five point scale against each one.
Discuss and agree what ‘ideal’ looks like for each item.
Discuss and agree your priorities and work together to create an
improvement action plan with assigned responsibilities.
Include progress against improvement actions in your regular
meetings. Involve everyone n making improvement. Discuss
and review progress often. A high performing team takes time to
build.
LEADERSHIP NINJA: TEAM BUILDER
‘TWEAK TO IMPROVE’: HINTS AND TIPS
Inclusion and Belonging
• Add a discussion on inclusion and belonging at your next
team meeting. Apply it to your team. Tease out ideas.
Engagement
• Review your latest engagement results. If you don’t have
them, run an engagement survey. ease out ideas.
Sport, Theatre, Competitors and Gangs
• Share insights observed in teams outside your usual field of
reference. Steal with pride. Translate and improve.
Corporate Social Responsibility
• Make your team’s purpose more meaningful by choosing
and supporting a community project together.
Watch and Learn
• Find another team at work and hold a joint meeting to
discover and exchange ideas for improvement.
RETURN TO THE HOW TO GUIDES
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10
3. LEARN FROM THE ‘HOW TO’ GUIDES AND PRACTICE TO DEVELOP SELECTED LEADERSHIP CAPABILITIES
TO COMPLETE STEP 3
• Take an improvement priority from your leadership profile.
• Choose a context (a situation, project or relationship) in which
you want to apply, practice and improve.
• Look at the How To Guides for practical improvement ideas
• Get advice from you manager or colleagues.
• Use improvement ideas to practice, practice, practice.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 3 YOU WILL HAVE
• Selected an improvement priority and a context in which you
want to improve it.
• Looked at the How To Guides and taken advice.
• Applied ideas and practiced... Often.
• Supported and advised leaders in your team to help them
complete this step.
LEADERSHIP ‘HOW TO’ GUIDES
The Leadership Self-Assessment is designed to support your
self-directed learning journey against our leadership
HOW TO GUIDES
GROWTH DRIVER
INNOVATOR
FAST-PACED DELIVERER
TEAM BUILDER
CHAMPION OF CHANGE
TALENT DEVELOPER
Welcome Understand Decide Learn Ask Review View My Profile
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4. ASK FOR FEEDBACK AND DO THE SAME FOR OTHERS CHECK MY IMPROVEMENT AND SUPPORT THEIR’S
TO COMPLETE STEP 4
• Identify 3 – 6 colleagues who know you, who see and hear
you at work and whose opinion you respect.
• Ask if they are willing to give you constructive feedback
• Explain what you want to improve and how you plann to do it.
Allow time for them to hear and see you at work.
• Ask for their feedback. As them to be specific and provide
concrete examples of what they heard or saw you doing.
• Take their advice and keep practicing until their feedback
indicates you have improved, ‘consistently’.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 4 YOU WILL HAVE
• Invited 3-6 colleagues and obtained their agreement to give
you constructive feedback about your leadership.
• Explained your plan and let them see you in action.
• Received their advice, and continued to practice until their
feedback confirmed you have improved consistently.
• Ensured leaders in your team have completed this step.
FEEDBACK CONVERSATIONS
This self-directed leadership journey invites you to involve
colleagues you respect in supporting your development. And, as
they support you, you are encouraged to return the favour and
do the same for them.
COLLABORATIVE LEARNING
We are more likely to act on feedback when it comes from
colleagues we respect. Feedback conversations should be
focused and supported by concrete observations.
TRANSFORMING OUR LEADERSHIP CULTURE
Only when leaders talk about leadership and how to improve it
together, can a transformation in leadership culture be possible.
It builds a culture of learning and innovation, too.
Transforming our leadership culture requires all our leaders to
be involved in new, high quality, leadership conversations.
Welcome Understand Decide Learn Ask Review View My Profile
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5. REVIEW PROGRESS TO REFOCUS MY LEADERSHIP JOURNEY
TO COMPLETE STEP 5
• Rate your leadership against our Leadership Expectations and
Shifts. Press ’Submit’ to produce your leadership profile
• Review your leadership profile and identify improvements.
• Discuss progress with you manager and seek their feedback
and suggestions.
• Refocus your leadership journey.
• Set up Leadership Conversations with leaders in your team
• Support them in completing this step.
AT THE END OF STEP 5 YOU WILL HAVE
• Rated your leadership and viewed improvements in your
leadership profile.
• Discussed progress with your manager and taken account of
their suggestions.
• Refocused your leadership journey.
• Ensured leaders in your team have completed this step.
LEADERSHIP SELF-ASSESSMENT
The self-assessment invites you to rate yourself against each of
the leadership expectations and leadership shifts as you make
progress to your goal defined as, ‘Colleagues say I do this
consistently well.’
• I AM AWARE OF THIS
• I KNOW WHAT THIS REQUIRES ME TO DO
• I HAVE THE OPPORTUNITY TO PRACTICE THIS IN MY JOB
• I RECEIVE FEEDBACK ON HOW WELL I DO THIS
• I AM LEARNING AND IMPROVING HOW I DO THIS
• COLLEAGUES SAY I DO THIS CONSISTENTLY WELL
At the end of the survey, press submit to view your current
leadership profile.
GO TO THE LEADERSHIP
SELF-ASSESSMENT
Welcome Understand Decide Learn Ask Review View My Profile
LEADERSHIP DEVELOPMENT PROFILE
GROUP DATA
View available to Business Leaders and HR Partners
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LEADERSHIP DEVELOPMENT DASHBOARD: XYZ BUSINESS UNIT/FUNCTION/REGION
THIS IS THE LEADERSHIP PROFILE OF: XYZ BUSINESS UNIT/FUNCTION/REGION. LEVEL 3 LEADERS. N = 127. DATE: DD/MM/YYYY
Welcome Understand Decide Learn Ask Review View Group Profiles