I recently came across a training approach that I found very interesting.
This very large organization decided that traditional leadership programs
were of limited use, so they developped an approach that puts theory into
practice and is directly linked to business results. There needs to be
some work done upfront to identity possible goals and gaps that could be
addressed by this Phased Learning approach, but overall it is perhaps
something that could address some of your needs.
I'll try to summarize (I wish I had graphics to illustrate....):
- The learning program is in 4 phases and is directly tied either to
revenue generation or costs savings to the organization (the minimum
anticipated return was set at $4,000)
- The first phase involves creating some cross-divisional, multi-level
project Design Team(s) of 3-5 people. With the training consultants, they
determine a project that they will be elaborating (based on an identified
operational need or possibility). The commitment is to work together
until completion of the project, but they don't necessarily have to meet
(much of the work was done by teleconference).
- The second phase involves a more formal classroom training component
(many teams combined) made practical and perhaps tailored to your
corporate shared vision, quality, leading teams, managing change, process
improvement, etc.
- Phase 3 you go back to the your project and continue its elaboration
(this does involve homework but again teleconference communication can
keep it going).
- Phase 4 - another classroom session
- Phase 5 - Project based team learning and completion of project means
that you receive certification (approximate 10 day investment total,
comparable to many management training programs)
They report that the return per Project Design Team has turned out to be
$79,000 in revenue generation or savings to the organization - way beyond
their expectations, and that it has been very helpful in building bridges
between sectors of the organization and has created a whole new dynamic to
OD.
They trained a few internal people to do the training and monitor the
projects that are ongoing - this is key if you are to keep the momentum
going and ensure follow-through. You obviously also need 'real' executive
commitment.
I thought this approach was very interesting in aligning leadership
development to organizational strategy - perhaps worth investigating.
--Suzanne Sauvi ssauve@mus-nature.ca
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>