19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

In Search of an Integrated Model of Corporate Learning

9th Annual ECLF Conference

June, 19th 2013

Dr. Barbara Heitger

Leadership Development as an Example

19. June 2013

Seite 2

ECLF – Conference

Dr. Barbara Heitger

1. Claims & Reality

2. Business – Leadership – Leadership Development

3. Complexity – Levels of Leadership

4. Trends Shaping Business and Leaders

5. Examples

6. Strategies for Learning Agencies

Content

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

Request 1

Request 2

Claims

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ECLF – Conference

Dr. Barbara Heitger

… and Reality “We are flying blind at the moment, but we keep our heads above the water - only because we are pragmatic, networked and there are experienced people”

“We start – but the wheels are already skidding.“

“We’ve got to get out of the river but the current is too strong – we only observe everything in detail and from within.”

“They are all exhausted – we cannot exchange all leaders – we didn’t manage to create innovative working frameworks for leaders.”

“We are changing for 10 years now - got used to it - stability comes from within: relationships - there is pretty much silence between top and middle-management.”

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

The Perfect Fit! - Lost in Translation?

Business Strategy

Leadership Strategy

Leadership Development

Strategy

19. June 2013

Seite 7

ECLF – Conference

Dr. Barbara Heitger

Complexity-Levels of Leadership

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

Trends Shaping Business

From opacity to transparency

From designing products and services to designing customer experiences

From deciding and implementing to co-creation

From hierarchies to communities

From multi-national to global

From value-creating companies to value-creating networks

From crises-robustness to agility and resilience

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

Trends for Leaders

Network economy accelerated by web 2.0 – new realities:

• Open, transparent, sharing

• New communities compete with Taylorism (hierarchy, Division of

Labour)

• Equality / „peer2peer“

• High intensity and speed of interactions – responsiveness needed

• Sense-making, identity and trust as challenges and enables

• Tension between letting go into self monitoring and staying

responsible as a leader

19. June 2013

Seite 10

ECLF – Conference

Dr. Barbara Heitger

Practice makes perfect!

Profession: Leader

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ECLF – Conference

Dr. Barbara Heitger

Trends Shaping Leaders

• Drive to build & grow things

• Creating sense, develop storyline

• Networking capability & create commons

• Rapid prototyping & cocreative capabilities

• Create resilient solutions and agile organizations

• Create and communicate clarity

• Skills at „dilemma flipping“

• Immersive learning ability

• Lead with quiet transparency

• Intercultural competences

• Social Media Literacy as a must

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Seite 12

ECLF – Conference

Dr. Barbara Heitger

Collective leadership a high performance team sport

• Cross-X dialogues - openness & trust

• „explore“ settings dealing with future, strategy on strategic uncertainties & change

• Develop „leadership ID“

Future Leadership Communities

19. June 2013

Seite 13

ECLF – Conference

Dr. Barbara Heitger

A Dynamic Blend of Individual, Group Learning – integrating Partners & Clients and implementing new HR Organization

Prework Intensive

individual

diagnosis

Post/

integration

work • key insights &

Evaluation

• HRBP Strategies &

Masterplan for

Customers

Leveraging know-how – Sharing

Intervision

Development Goals & Feedback

Example: HR Business Partners as Leaders

12 months

HR

Services as

vital Partner

Business

Partnership

& Clients

Learning

Journey

Collaborate

with

competence

centers

HR Future

Strategy

Mastery

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

Examples: Treasure Hunt for Innovation

• Create a sense of need for

innovation

• The core team has overall process

responsibility

• Organizational diagnosis of the

core questions

• Preparation of the management

team (case studies, expert-

articles...)

• Kick-off with each travel group to

become familiarized with the

methodology

• Consistent processing of the

content among the core team

• Careful choice & briefing of the

visited partners

• Intense exchange during the

journey

• Facilitated 'off-the-record'

dialogues with the learning

journey partners and ‘jump in’

inspections

• Facilitated group analyses to

develop hypotheses and ideas

related to the search assignments

• Coaching and challenging

provided by external consultants

• 3x3x3 principle

• Intense discussion and

assessment on generated ideas

& hypotheses with the entire

international management team

(travelers and non-travelers)

• Learning and development of a

‘take-home-agenda’ on a

personal, individual and

organizational level

• Detailed follow-up of the journey

• Innovative initiatives developed

through commitment

Raising awareness

Generating curiosity

Fostering inspiration

Understanding levers

Developing new ideas

Gathering new energy

Substantiation and

implementation of ideas

Celebration of successes and

reinforcement of strengths

Finding and

Understanding LGI: Transfer Discovering

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ECLF – Conference

Dr. Barbara Heitger

Examples from Our Experience

Complicated Simple Complex Chaotic

HR-Business

Partner

introduction with

a telecom

corporation

1

Learning

Journey with a

hidden

champion

2

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ECLF – Conference

Dr. Barbara Heitger

Learning Agencies Have to…

1. Observe more and diagnose...

• People, organization and strategic context of leadership (individual, teams

and collective) complexity level and leadership strategy & narrative; bring

in your expertise as learning expert

2. Establish cocreative development-settings

3. Design principles:

• Content and steering principles aligned with complexity level

• Incentivize collective learning

• Use settings for learning that are in itself emergent and open to the

outcome – but business relevant

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ECLF – Conference

Dr. Barbara Heitger

3. Design principles (continued):

• Create energy, activate, strengthen individuals and communities

• Integrate realistic work-surrounding in learning methods (web 2.0, virtuality)

blended learning

• Foster individual ownership for development

• Integrate 70:20:10 principle in concept

• Customers , suppliers, partners - make detours to other worlds

• Balance: reflect, share, relief and explore, challenge, stretch

Learning Agencies Have to…

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ECLF – Conference

Dr. Barbara Heitger

Learning Agencies Have to…

4. Learning consultant as guidance counselor (US Highschools) for individuals &

organization entities: „70%“ as new area for learning agencies

5. More hybrids needed that integrate if needed strategy communication,

leadership community building, change implementation, innovation, anchoring

cultural change, integration across silos and countries, community networking

19. June 2013

Seite 19

ECLF – Conference

Dr. Barbara Heitger

Perfect Fit – Your Interpretation?

Business Strategy

Leadership Strategy

Leadership Development

Strategy

19. June 2013

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ECLF – Conference

Dr. Barbara Heitger

The right to be led under whatever circumstances!