Leadership skill packs

During the course of a Development Center, many skills areas are focused on, and usually, these skills are not given any time and attention, because there is simply not time to train these skills in the DC

We supply an overview of the skill development areas, so that all participants are able to read into the subject matter in more depth, after the session. The facilitators use these materials selectively with the DC to explain key skill areas.

Each of the skill areas are demonstrated with short films, reading materials and worksheets that enable practical application within the company. Skills areas include:

 

Appraisals Coaching Communication Presentation
Negotiation Leadership styles Motivation Moderation
Meeting mngt Team building Conflict Interviewing
Speaking upwards Sales Critical feedback Problem solving

 

Methodology inputs:

·         In the process of developing / facilitating an LDC, we usually come across a number of different modules that we are able to support with further learning materials, in the form of short films, reading materials, presentations and worksheets.

·         While it is not generally a part of the development centre process (as one of the goals is to discover the future learning needs), I always felt that if an observer said to me “you must get better at giving feedback”, then it would be good to have materials to read up on it directly after the session.

·         As a general observation, I feel there is huge scope for quick sensible teach modules within the DC environment. Let me digress and tell a story to explain this better

o  The candidate was briefed to read a case study, and prepare a presentation. There were guidelines for the slide headings he might use. The purpose of the exercise was to observe the candidates ability for structure thinking, prioritisation, ethics, and initiative.

o  There were no guidelines given for the format of the presentation. Standing seated, large audience, small, timing, objectives. All of this was assumed.

o  The result was that the feedback to the competencies was peppered with negative feedback which was purely attributable to the presentation format. One could argue, that the candidate, having lots of presentations behind him, should know what to do. However, after observing the same thing happening many times over, we decided to do a small teach session on the 3 types of presentation possible.

o  The feedback from the candidates was positive. They respected the refresh, and were unaware that we were saving them from making a mistake – something which we picked up on later. The main benefit though was being able to focus fully on the competencies themselves

·         Film. One of the trainers 10 commandments is “don’t film people unless you watch it afterwards and give feedback on it!” This is sometimes difficult with the observers, unless you build in retrospective feedback sessions especially for them. For the candidates, it is easier. There are several periods of time which can be used for film analysis and feedback