The Accelerated Leadership Development Program (ALDP) is a multi-faceted and intensive 7-month leadership development experience designed to provide high potential mid-level leaders with development experiences that will help ensure their readiness and success in a leadership role of increased responsibility and influence. ALDP is built upon the Strategy2Actionä Model and the eight Leadership Competencies which make the model produce results. Each participant constructs and completes two plans that prepare themselves and their team for advancement.

ACCELERATED DEVELOPMENT PLAN   The cornerstone of ALDP is a highly individualized Accelerated Development Plan which participants create and implement over the course of the program.  This plan is designed to significantly reduce the time required for the participant to get ready to take on additional responsibilities by closing the competency and experience gap between their current and next assignment or position.  Included in the Accelerated Development Plan are:   

Competency Development Experiences that target development needs identified in an on- line 360˚ multi-rater feedback process.  

Milestone Experiences, which are tasks, projects or activities that are normally part of the next level position, and in which participants need experience in order to be fully prepared for that position.

TALENT DEVELOPMENT PLAN Provides specific individual & team improvement opportunities and action steps that the participant will implement to improve the performance of their team and create a viable succession plan for themselves.   The result of this very rigorous and deliberate plan will be fully capable, more confident and highly motivated leaders who are ready to take on new challenges and opportunities. 

PROGRAM COMPONENTS

 STRATEGY2ACTION 360˚ FEEDBACK AND BEHAVIOR STYLE SURVEY Leaders participate in an on-line 360˚ Feedback process provided by Performance Programs.  This gives them the opportunity to receive anonymous, candid feedback from many individuals with whom they work ―direct reports, peers, superiors and others.  Each participant completes a Behavior Style Survey facilitated by the Effectiveness Institute. Participants use feedback to determine development opportunities to incorporate into their Accelerated Development Plans and better approaches to communicating with new insights about their own and the behavior styles of others.

 COACHING – Internal and External   As leaders develop and implement their Accelerated Development Plans, they are supported with Internal Coaching from their supervisor, as well as External Coaching from their ALDP program facilitator. Participants have bi-weekly live or telephone meetings with their supervisor to review progress on their Accelerated Development Plans and ALDP in general.  These meetings may be very brief or more in-depth, depending on the participant’s needs at the time. Participants have face-to-face meetings with their External Coach at each of the class sessions.  They also have three scheduled one-hour telephone coaching sessions with their External Coach to discuss their Accelerated Development Plan, how they are leading and developing their team, and other leadership issues. Participants may also receive coaching as needed from other executives and functional staff experts.

 ACTION LEARNING PROJECTS   Leaders work in Action Learning Teams on actual Conn’s projects.  Sponsored by senior executives, these Action Learning Projects have a significant strategic component.  Teams are asked to use their innovative and analytical capacities to come up with solutions or recommendations related to new products or services, new or redesigned processes, improvement of organizational talent and capabilities, or global execution of existing best practices. While working on these projects, participants apply what they learn in ALDP.  They also have the opportunity to work on the Competencies they targeted for development and receive feedback from other participants, project sponsors and project facilitators. Action Learning Teams work on their project, both in person and virtually, over the course of the 7-month program.  Upon completion, the teams present their findings, recommendations and business case to the senior executive team.

PROGRAM WEBINARS AND WORKSHOPS

PREPARATION AND JUST-IN-TIME WEBINARS ALDP begins with a Kick Off Webinar to introduce the program to participants and their supervisors. Each workshop is preceded by a preparation webinar. As we move through the program, we will identify common unanticipated participant development needs that will be addressed in Just-in-Time Webinars.

PERSONAL & INTERPERSONAL DEVELOPMENT WORKSHOP Participants attend a 3-day Personal and Interpersonal Workshop.  They receive the results of their 360˚ Feedback and begin creating their Accelerated Development Plans and receive initial coaching from an External Coach.

Additionally, considerable time is spent on helping participants to understand and apply what they discover in their Behavior Styles Survey provided by HRDQ. Significant focus is placed upon understanding and adopting Collaborative Influence skills and Shaping and Protecting a D&I Culture.

The teams get started on their Action Learning Projects and receive training to improve their Project Management and Teamwork skills. 

STRATEGY2ACTION WORKSHOP ALDP is based on components of a Strategy2Action Model:  Define the Strategy and Build Organizational Capability, Inspire Commitment and Drive Results.  This fast-paced 3-day workshop focuses on three key topics:  Strategy Development, Strategy Execution and Leading to Accountability.

During the workshop, participants have the opportunity to meet live with their Action Learning Teams and work on their projects.  They also have a face-to-face sessions with their External Coach and Executive Roundtable discussions.

The workshop wraps up with an engaging Video Case Study in which participants apply the Strategy2Action skills they learned.

 CAPSTONE During the 4-day Capstone Session time will be spent preparing Action Learning Project Presentations.  There will also be short training sessions that focus on areas in which participants feel they need more in-depth knowledge.

ALDP participants will engage in robust discussion with the organization’s most senior executives in an Executive Roundtable.  During this session the participants will have the opportunity to share their observations, suggestions and insights with the executive team.

This final ALDP session ends with Action Learning Project Team Presentations to the senior executive team and a well-earned graduation ceremony.

Building Leadership Skills (BLS) will help Front Line Leaders gain insights, knowledge and skills needed to be an effective and successful leader and deliver:

engaged and productive team members who can take on new challenges in this continuously changing business environment.

more satisfied customers who continue to do business with the company and make recommendations to others.

improved business and financial results.

This engaging 3-Day leadership development experience includes 10 Learning Modules plus a 75-Day Application for each module.

Leadership Simulation

In this fast-paced and engaging simulation, participants identify the key skills needed to be an effective leader and see why each is critical to success.

Leadership Dimensions

Participants gain a better understanding of 8 Leadership Dimensions, identify those in which they would like to improve, and target others for development.

Trust - The Cornerstone of Leadership

Participants gain a greater appreciation of why trust is critical to effective leadership.  They examine their beliefs and behaviors to determine those that create trust and those that undermine it.

Leading to Change

Participants learn how individuals respond to change and how to provide the appropriate leadership to move from resisting the change, to accepting the change, to engaging in the change, to advocating the change.

Understanding Behavior Styles

Leaders gain a better understanding of their behavior style and the impact they make on others.  More importantly, they learn to appreciate the behavior styles of others, and how to flex their own style to communicate and influence more effectively.

Collaborative Communication

Leaders learn to engage others in problem solving by effectively asking questions, appreciating their point of view, and building on their ideas. 

Leading to Accountability

Leaders learn how to get others to own the task, to empower themselves to get it done, and to hold themselves answerable for results. 

Contracting for Performance

Leaders learn a candid and collaborative approach to coaching in which they get others to own the performance problem and take responsibility for resolving it.  They apply this approach to improving  performance of their own team members.

Managing Multiple Priorities

Leaders learn to manage multiple priorities and get the highest return on time investment (ROTI) by thinking differently about how they contribute to organizational objectives, as well as prioritizing and delegating more effectively.

Building High Performance Teams

Through an engaging simulation, leaders learn 5 characteristics of high performance teams, assess their own team against these criteria, and develop a plan to increase proficiency in each characteristic.

75-Day Application

Participants are expected to implement what they learn in BLS in their current job and in preparation for their next level job.  This will help make newly acquired insights and skills part of their regular leadership repertoire.

There is an Application Activity for each Module which participants complete within 75 days.  Additionally, they are required to meet with their manager and program facilitator in 15, 45 and 75 days to review progress on their Application Activities.

Participants do not receive credit for the BLS program until their 75-Day Application is completed.

During the 75 Day Application period the participants will complete 2 reading assignments and reviews.  “Atomic Habits” reveals that in order to improve others, we have to learn how to improve ourselves. “Who” provides tangible ideas and methods to recruit and retain talent.

Management Support

Managers of participants are required to attend a 90-minute conference call prior to the program. In this session, managers are provided with:

·   An overview of the program content.

·   An understanding of their role in the 75-Day Application.

·   Coaching tips to ensure that what their participant learns gains traction in the workplace.

Leadership Development Program (LDP) will help Front Line Leaders and Individual Contributors gain insights, knowledge and skills to become more effective and successful in influencing others, managing their work priorities, and producing consistently better results.

LDP includes eight instruction modules.  Modules can be combined or facilitated independently in no particular order, providing learning options for leaders & teams.

Module 1: Leadership Dimensions Gain a better understanding of 8 Leadership Dimensions, identify those in which they would like to improve, and target some for development.

Module 2: Trust - The Cornerstone of Leadership Develop a greater appreciation of why trust is critical to effective leadership.  They examine their beliefs and behaviors to determine those that create and undermine trust.

Module 3: Leading to Change Learn how individuals respond to change and how to provide the appropriate leadership to move from resisting the change, to accepting the change, to engaging in the change, to advocating the change.

Module 4: Understanding Behavior Styles Introduction to behavior styles and the impact they make on others.  More importantly, they learn to appreciate the behavior styles of others, and how to flex their own style to communicate and influence more effectively.

Module 5: Collaborative Communication Improve engagement with others in problem solving by effectively asking questions, appreciating their point of view, and building on their ideas. 

Module 6: Leading to Accountability Influence others to own the task and empower themselves to get it done, and to hold themselves answerable for results. 

Module 7: Managing Multiple Priorities   Discover how to manage multiple priorities and get the highest return on time investment (ROTI) by thinking differently about how they contribute to organizational objectives, as well as prioritizing and delegating more effectively.

Module 8: Coaching    Effective coaching is the key to improving individual and team performance.  Powerful questions make coaching more impactful.  Coaching is focused on replacing old habits with new ones to make skill improvements permanent. 

Each module requires 1-2 hours to complete, and are designed for classes of approximately 20 participants.  Five of the modules can be delivered by webinar: Leadership Dimensions, Trust: The Cornerstone of Leadership, Leading to Change, Managing Multiple Priorities, and Coaching.

What is a 360 Review?

Success depends on how you are perceived by others. Only when you know how people see you can you make changes in your behavior to be more effective in working with others. A 360 review provides an opportunity to receive anonymous, candid feedback from many individuals with whom you work ―direct reports, peers, superiors, your supervisor and others. This feedback will focus on your proficiency in each of the 8 Competencies and their associated Success Indicators.  You will use this feedback to target Competencies and specific behaviors you want to work on in your Personal Development Plan.

Specifically a 360 review will help you to:

• Discover personal and professional blind spots that limit potential.

• presents other’s perceptions in contrast to your own of how you behave.

A 360 is a developmental tool, not a performance review.  The nature of 360 feedback is subjective.  It represents other’s perceptions in contrast to your own of how you behave. 360 feedback is not an indicator of what results you achieved; rather it is commentary on how you have gone about accomplishing results. The 360 answers the question “How am I doing things?” vs “What am I accomplishing?” from the different perspectives of those who work with you.

The 360 experience is personal, and the recipient will react emotionally because there are often differences between how raters view recipients and recipients see themselves. Usually recipients experience emotions through a series of phases that we call SARAH – Shock, Anger, Resistance, Acceptance, Hope. A 360 creates dissonance for the recipient – the difference between the current and desired state. And dissonance creates discomfort. When we experience dissonance, we naturally seek congruence.  This can be done in one of three ways; deny or explain away the feedback – not productive; accept the feedback and remain unchanged – opportunity missed; incorporate the feedback into an action plan – productive.

How the 360 Process Works

The survey feedback will come in three forms:

• An overall rating of each of the 8 Strategy2Action Leadership Competencies.

• Ratings of the 8 Success Indicators for each Competency

• 3 Open-ended Questions to which raters can add, very specifically, written responses about what you do well and what you can do better.

The individuals you identify as raters will complete the survey for you on line, confidentially and anonymously.  The report you will receive will group ratings by rater category (Peers,  Direct Reports, Others) so that individual raters will not be identified.  The only exception to confidentiality and anonymity will be your immediate supervisor’s ratings and your own self-rating.

The 360 experience includes a personal coach who will help you to analyze and understand the 360 ratings and written comments. The coach help you to manage your emotional responses as you make sense of what your raters are trying to tell you. The coach will also assist you in preparing a Personal Development Plan to make improvements to your behaviors and approaches to working with others.

After the ratings are complete a report will be created that will allow you to analyze the feedback. The report will be available online, and only you will have access to the report. You are required to share the report with your personal coach who is bound by confidentiality not to disclose your 360 feedback. You’re free to share the detailed report with others, but this is up to you. You will share the Personal Development Plan you create based on the report with your supervisor so that they may have input and support you in executing your plan.

Personal Coach

Your personal coach will be responsible for making your 360 experience successful, fulfilling, and meaningful. Among other support efforts your coach will help you complete the six steps of the 360 process and analyze and interpret rater reviews and ratings to clarify insights. Your coach will encourage you to seek productive thoughts, reactions, and conclusions. Your coach will assist you in developing a Personal Development Plan that will help you to improve upon areas of opportunity and make your strengths stronger.

Diversity is achieved by bringing together people who have different beliefs, racial & ethnic backgrounds, genders, and different identities

Inclusion is making every individual feel like a respected, contributing member of the team

“Culture eats strategy for breakfast.”

Peter Drucker

The simple definition of culture is what people think and how they act.

Culture is something leaders have to prioritize, think about, and manage. Too often culture is ignored and allowed to mutate on its own becoming nothing more than traditions or routines that are meaningless or harmful.

Often leaders focus on process, policy, personnel, formulas, goals, and other factors when results aren’t what they wanted or expected.  Too often they do not think about the impact of culture on results. The reason why leaders must focus on and manage culture is because culture ultimately determines results.

During this course you will learn more about the culture concepts found in the book “Change the Culture Change the Game.” This NYT and WSJ best seller not only explains why purposeful culture leads to results, but also provides 4 tangible steps that leaders can follow to create culture that delivers desired results.