Leadership Institute
Supporting Leadership Development
Learning Formats: Classroom
Order No. IMEX107
You’ve mapped out the best leadership development curriculum possible. The training is well received, and behavior is starting to change. Then comes the kiss of death. Little or no management support leaves newly trained leaders stuck spinning their wheels on the leadership development cycle.
This course is designed specifically for the managers of leaders being trained in DDI’s Leadership Skills.
It helps managers understand both the concepts
and techniques their direct reports are learning and what they need to do to support the organization
and their new leaders in this critical leadership development initiative.
Do You Face Any of These Issues?
- Do your leaders ask the question, “Has my manager been through this training?”
- Do managers want to support their staff’s development but not know how to do it?
- Do development efforts fall short of expected
results due to lack of management support?
Performance Objectives
Helps managers:
- Establish and promote an atmosphere that
stresses the importance of continuous learning
and development.
- Proactively support development efforts of
others to increase the likelihood that they will
have a successful development experience.
- Create an action plan for supporting specific leadership development activities for their units
and the organization as a whole.
- Ensure the organization receives a favorable return on investment of its time, resources, and finances devoted to staff development.
Primary Competency Developed
- Aligning Performance for Success
Secondary Competencies Developed
- Coaching
- Continuous Learning
- Developing Others
- Inspiring Others
Course Overview
- Crime Investigation, or Death of an Initiative: Learners are engaged in a case study examining why an organizational initiative failed and the role managers played in contributing to that failure.
- Your Organization’s Initiative: An organization’s initiative is introduced or explained, including the business rationale for doing it, how it supports organizational values and objectives, etc.
- Interaction Process and Feedback Overview: Key Principles, Interaction Guidelines, and the STAR feedback concept is introduced. Video analysis
activities help learners identify a leader’s use of Key Principles and to practice providing feedback on the use of those skills.
- Getting Sustainable Results: Learners discuss how to create an environment
to support leadership development. They acquaint themselves with the three elements of the supporting leadership development process: engaging participation, developing skills and competence, and realizing results. An informational tool kit allows participants to determine what it will take to get sustainable results in their
own organization.
- Challenging Situations: Participants practice how they might handle challenging situations in supporting their leaders.
- Action Planning: Learners create a personal action plan to carry this leadership development effort forward.
Video Segment Summaries
- A model of the Interaction Process shows a leader coaching a team member to negotiate with a long-standing supplier.
- Coworkers discuss whether their work groups can meet a customer’s needs; the discussion escalates through the stages of conflict.
Course Details
- Target audience: Managers of leaders.
- Module length: 3 hours, 30 minutes. Course can be lengthened with
optional activities.
- Facilitator certification: DDI-certified facilitator required.
- Prerequisites: None.
- Series: Suitable for all environments.
- Group size: 8 to 16 people.
- Prework: Yes. 20 minutes.
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