Next Generation Leadership Development Models & Personalized Learning Options
Explore the evolution from traditional leadership development to next-gen models emphasizing relational skills. Discover the rise of personalized learning options in various sectors, driven by the need for effective talent development strategies.
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DR. LU YOUNG, EXECUTIVE DIRECTOR BPI Senior Executive Board Webinar Best Practices in Next Generation Leadership September 11, 2019
THE PROBLEM WITH TRADITIONAL LEADERSHIP DEVELOPMENT MODELS Overly focused on topical skills like planning, strategy development, and financial analysis; Often too episodic, exclusive, and expensive; Delivery systems are often MBA extensions or substitutes, requiring participants to commit to classroom-like instruction. The organization s motivation for leadership development is to advance its own long-term goals while the aspiring leader s motivation is personal a desire to enhance one s own skills and advance one s own career. Source: Harvard Business Review 2019/03
UNDERSTANDING NEXT GEN LEADERSHIP AS A TALENT-DEVELOPMENT MODEL Increasingly focused on key relational, communication, and affective skills that are essential to the success of 21st C leaders; Delivery is moving toward customized, cohort-based programs that meet organization s unique leadership-development needs; Personal and professional growth needs of the aspiring leader are addressed on the job and new skills are practiced and applied immediately. Source: Harvard Business Review 2019/03
PROLIFERATION OF PERSONALIZED LEARNING OPTIONS In education, we are developing a variety of tools and platforms that provide teachers and leaders opportunities and access to just-in-time learning experiences. These tools include digitized learning environments, online communities and platforms (Next Gen Commons) that function much like social media sites, along with MOOCs, and microcredentialing options. Similar personalized learning options are available in other public sectors as well as most private sectors, e.g., Coursera and Udacity.
As learning becomes personalized, socialized, and adaptive, and as organizations get more sophisticated at gauging the return on investment in talent development, the industry is moving away from prepackaged one-size-fits-all material and turning instead to [personalized learning options.] ~ Mihnea Moldoveanu and Das Narayandas, HBR 2019/3
DIRECT BENEFITS OF DIGITIZATION OF PROFESSIONAL LEARNING 1. Digitizing content allows for low-cost access to content, freeing up funds for more expensive learning support like coaching, simulations, and project-based learning. 2. Providing digitized content online taps into the efficiencies of serving more new and aspiring leaders at once at low cost. Simultaneously linking cohorts together via videoconferencing technologies provides for the social networking, follow-up discussions, and reflection that are critical to good adult learning outcomes. 3. Digitization of professional learning leads to disintermediation of traditional providers like universities, business schools, and consulting groups allowing learners the chance to learn anytime, anywhere, from virtually anybody. Source: Harvard Business Review 2019/03
WHAT DOES THIS MEAN FOR MILLENNIALS?
NEXT GEN LEADERSHIP DEVELOPMENT 1. is personalized. 2. is socialized. 3. is contextualized. 4. leads to portable and stackable learning outcomes and credentials that target a new set of Next Gen skills and competencies. 5. better meets the needs and expectations of milennials for high- quality, relevant, and timely content delivered anytime, anywhere.
QUESTIONS My contact info: Email: lu.young@uky.edu Website: www.lead.school Twitter: @lusettlesyoung
