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The Successful Leadership Development Program. How to Build It and How to Keep It Going. J–B US non–Franchise Leadership

  • ID: 2326920
  • Book
  • September 2012
  • Region: United States
  • 204 Pages
  • John Wiley and Sons Ltd

Praise for The Successful Leadership Development Program

"Byrne and Rees share their direct experience to provide a highly practical guide for organizations seeking more self–managed approaches to learning in leadership development programs. It will stimulate and encourage all concerned who ask how they can better align the learning needs of individual leaders with those of their organization."
J. Herman Gilligan, principal, GC International Consulting Group

"I have seen the results of the process outlined in this book and have found them to be very powerful and effective. This is a must read and a great guide for anyone responsible for leadership development in an organization."
Marchita Marino, senior vice president, human resources, Wuesthoff Health System, Inc.

"Everyone concerned with growing leaders must read this book. The mapping out of a set of practices for leadership development is the most results–oriented that I have read about in decades. Every possible detail is addressed."
Robert C. Preziosi, director, Leadership Impact Lab, Nova Southeastern University

"This is a unique book essential to any leader or potential leader responsible for bottom–line performance. An experienced based how–to book, the reader will learn how to prepare, obtain approval, and implement a program that will develop leaders and thereby improve and maintain financial performance."
Allen C. Minor, financial consultant; and adjunct professor, department of health administration and human resources, University of Scranton

Note: Product cover images may vary from those shown

List of Figures and Exhibits xiii

Contents on the Web xv

Introduction 1

Chapter 1 Guiding Principles 13

The Program Principles 15

Summary 26

Chapter 2 Building Your Foundation: Philosophy, Conceptual Framework, and Operational Strategy 29

A Philosophy of Leadership Development 30

A Conceptual Framework for Leadership Development 33

Operational Strategy for Leadership Development 50

Summary 57

Chapter 3 Developing Your Leadership Competencies 59

Where Are You Now? 59

What Are Competencies and How Will You Know Them When You See Them? 60

Types of Competencies 62

Designing Your Learning Levels 62

Using Action Verbs 63

Determining Appropriate Competencies 64

Putting Together Your Competencies 68

Checking Your Accuracy 70

Summary 70

Chapter 4 Designing a Diagnostic Inventory for Leadership Competencies 73

What Is a Diagnostic Inventory and How Do You Use It? 73

Key Factors to Consider in Developing Your Diagnostic Inventory 74

Scoring Your Diagnostic Inventory 76

Making the Diagnostic Inventory Work 77

Summary 79

Chapter 5 Developing and Using Your Return on Investment Model 81

Rationale for Your Return on Investment Model 81

The Overall Research Design for Your Return on Investment Model 84

Presenting Your Projected ROI Data 87

Summary 88

Chapter 6 Obtaining Administrative and Financial Support 89

Summary 97

Chapter 7 Developing Individual Learning Plans 99

What Are Learning Levels? 99

How Many Learning Levels Should You Have? 100

How Should You Define Your Learning Levels? 101

How Will You Measure Each Learning Level? 101

How Can You Use Learning Plans? 103

How Will You Implement the Learning Plans? 109

How Can You Monitor the Success of the Program? 110

Summary 110

Chapter 8 Defining the Roles of the Senior Team and the Participants 113

Completing the Diagnostic Inventory 115

Developing and Implementing the Learning Plan 115

Time Commitment 116

Explaining Expectations 117

Summary 118

Chapter 9 Getting Clearance to Move Forward 121

What Should Be Your Strategy Going Forward? 121

How Will You Gain Their Support? 123

How Will You Get the Ongoing Support That You Need? 124

Summary 127

Chapter 10 Developing Learning Modules 129

Learning Objectives 131

Human Resources 133

Learning Environment 134

Learning Support Resources 135

Time Allotment 135

Learning Activities 136

Session Pre–Readings 137

Competency Application Tasks 138

Resources 140

Designing a Feedback Approval Mechanism for Each Module 145

Summary 150

Chapter 11 Developing an Implementation Strategy 151

Who Will Deliver the Program? 152

Where Will the Program Be Delivered? 154

When Will the Program Be Delivered? 155

What Human, Material, and Financial Resources Will You Need? 156

Introducing the Program to Participants 157

Developing the Evaluation Strategy 158

Revisiting and Affirming Your Learning Objectives 159

Affirming and Measuring Your Success Factors 160

Making Revisions and Refinements to the Program 163

Summary 164

Chapter 12 What′s Next? 165

Time 167

Budget 167

Materials 167

Human Resources 168

Facilities 168

Organizational Support 169

Sustainability 169

Summary 173

Bibliography 175

Index 177

About the Authors 181

Note: Product cover images may vary from those shown
Jo–Ann C. Byrne
Richard T. Rees
Note: Product cover images may vary from those shown