1
Executive Learning
Unlocking Leadership
2
Executive learning
Arrow old way
Circuitmore recent way
Dance revolutionary way
To paraphrase George Bernard Shaw’s Pygmallion,
“Take care to get what you like or you will be forced to like what you get.”
3
How we learn-how the brain works
Neo-Cortex(Higher Order Thinking Skills)
Limbic System (Emotions & Long Term Memory)
Brainstem (Reptilian)(Fight, Flight or Freeze)
Magnetic Resonance Image (MRI)
Cerebellum(Embedded Learning/Habits)
4
How we learn-learning styles
Visual See 30%Auditory Hear 25%Kinesthetic Do 45%
5
How we learn-understanding information
0%
20%
40%
60%
Words
Voice/Tone
Body Movement
Words 7%
Voice/Tone 38%
BodyMovement
55%
% Contribution
93% of understanding comes from body language and expression
Albert Mehrabian
6
How we learn-information retention
20% of what they Read30% of what they Hear 40% of what they See50% of what they Say60% of what they Do90% of what they See, Hear, Say and Do
On average people remember:-
Rose,C. and Nicholl. MJ (1997) Accelerated Learning for the 21st Century
7
How are we motivated to learn?Starting to learn• Personal growth and achievement • Job requirements• Recognition• Reward
Sticking at learning• Directed • Challenging• Emotionally engaging• Relevant (context)• Useful (content)
8
0% 20% 40% 60% 80%
SpecialProjects
Coaching
FormalWorkshops
Assessments
Extensive Use
Very Effective
UK Global Comparisons Leadership Forecast 2005-2006: Best practices for tomorrow’s global leaders, CIPD and Development Dimensions International, November 2005
How we transfer learning into practice- leadership learning mismatch
9
How we transfer learning into practice
Organisational Readiness• Senior management • Line manager involvement
• engage before, during and after • enable and resource• empower people to experiment,
innovate and practice
Facilitator
Individual Organisation
10
SustainedPerformance
SustainedLeadership
The TippingPoint
Senior Managers
How we transfer learning into practice- getting results from learning
Line Manager
Individual
SustainedSatisfaction
11
How we transfer learning into practice- learning to practice elements
Knowledge
Interaction
ReflectPractice
ChallengeContext
12
How we transfer learning into practice- emotional engagement
PositiveEmotions
Surprise
Confusion
Anger
Disappointment
Fear
Frustration
Anticipation
Curiosity
Determination
Hope
Confidence
Satisfaction
NegativeEmotions
Knowledge
Interaction
ReflectPractice
ChallengeContext
13
Unlocking Leadership- our learning model
Emotionally engaging
Unlocking LeadershipLearning Model
SocialPerson-centred
Practice-based
Future-oriented
14
Unlocking Leadership-how we deliver
Leadership development planningOrganisational readiness Facilitated workshopsOnline eLearning Hub• Personalised guided learning environment• Dynamic knowledge bank• Community of Practice (CoP) for social learning• Self-assessment and feedback tools• Learning log for reflective practice
eMentoring and Coaching Accreditation
15
Unlocking Leadership-facilitated workshops
Nine workshop sessions over 6 days
Challenge thinking and encourage experimentation and practice
Outcomes• Improved leadership resulting in higher
performance and satisfaction
Ongoing Support • Coaching • Unlocking Leadership eLearning Hub
16
Unlocking Leadership eLearning Hub
eSessionsPodcasts
Vodcasts
Learning Log
Web Links
Self-assessment
In-Company Resources
Good Practice Guides
Community of Practice
eMentoring
360 Degree Feedback
17
Unlocking Leadership-summary of learning outcomes
Rich and relevant contentApplied learningImproved leadershipGenerates and supports changeDelivers sustainable results