Development
Strategies
What Do Most People Focus On For Development?
1.Strengths?
2.Weaknesses?
3.Middle Skills?
4.Overused?
Types of Development Plans
Self-Paced,
Classroom and
On-the-Job
Application
Work on a weakness
Enhance a strength or middle skill
Compensate for an overused strength
Workaround a weakness
Beyond Self
Development
Fixing Needs
“Do all weaknesses need to be
‘fixed’?”
It depends…
Selecting Needs to Address
Critical for success and I’m only AVERAGE at it.
Critically important but I’ve never had the chance
to develop it (UNTESTED).
Critically important, and I do it, but I do it poorly
(WEAKNESS) and it’s causing “noise”.
I have it as a strength, but I OVERUSE it and it’s
causing “noise”.
Tackling Development
“How many competencies
should I work on?”
It depends…
How Development Works
Development Hierarchy
70% Assignments
20% People
10% Courses
Hardship
The Lessons of Experience Study
From 1974 – 1983 no one had studied:
What people LEARN on the job
What TRIGGERS learning
What the KEY EXPERIENCES for growth are
What specific factors lead to DERAILMENT
What People Learn From
70% Jobs
20% Other People
10% Training and Courses
Research: We Know
In the world of management and
leadership development, four
fundamentals (constants) have changed
little, if at all, over time.
1. The competencies that matter for leading in a new
and different situation
2. How these skills are learned and developed
3. Who is equipped to learn these skills
4. What it takes to make development work
What is Competency Modeling?
A research-based approach to communicating
what is important for success
A methodology to align individual performance
with strategy, goals and objectives
A way to create a common language for talent
The starting point for most talent management
solutions
Competency Models: Complications
Research indicates that most organizations/leaders
identify the wrong competencies for success
Most competency models that we see are too compound
– they try to cram lots of competencies into 5 – 10
statements
Core competencies can’t define success across levels –
levels are unique and generally require 20 – 25
competencies for success
Leadership Architect Library Structure
What Most People Want…
What most people think…
Attack the problem straight on
Take a class or read a book
Next job is more of the same only
bigger
Functional area is my career sand
box
HEAT concept goes against the
grain from what most people want
What Most Successful Careers
Look Like
Reality...
Learning comes from multiple channels
Moves must stretch to be developmental
Risk of failure is necessary
Small failures teach the most and test resilience
CADP: Career Architect Development Planner, 5th edition
A focus on long-term development
Same content as FYI for Your Improvement,
but with four additional research-based
learning sections:
o Learning From More Feedback
o Learning From Develop-in-Place
Assignments
o Learning From Full-Time Jobs
o Learning More from Your Plan
What is new?
o Remedy Questions and Action Statements
o Competency Connections
o Coaching Resource Guide
o Index
Assignmentology
Putting specific people in specific jobs
for the dual purpose of moving the
business forward now and developing
them for bigger assignments in the
future by addressing the gaps between
what they need in the future and what
they have now.
Design a Career Roadmap
The competencies that add the most value
and when
The competencies that will be hardest to
learn
The competencies to temper or reign in
(The Diagnostic Map)
and the best way to get opportunities to
learn
(The In-place Assignments)
and the best ways to deepen the learning
and test the level of competence
(The Most Developmental Jobs)
Experiential Variety & Diversity
Variety of scope, scale and type of
experience
Difficulty due to complexity, unknowns or
people
Diversity of types of work situations, people
types
Stretching beyond natural talents and
comfort zone
Developmental Heat
First Time: For this person
Risky: Genuine Potential for
Failure
Highly Visible to Senior
Leaders
The Lominger Development Formula
Determine the right competencies
(aligned with the business)
Hire people who have them
Promote people who can learn them
Help existing people develop them
Lominger Talent Management FORMULA
Selection
– Research what actually differentiates superior performance
– Then select for it
Competency Feedback
– Research what actually differentiates performance, then
assess people against it
– 360° is a must for key leaders and high potentials
Training and Development
– Research on what actually differentiates superior
performance
– Maniacally develop hard to develop skills
Performance Management
– Create dialogue about what actually differentiates
performance
– Get rid of the low performers (sounds easy, most don’t)
Succession
– Promote based on what actually predicts future
performance
– Manage the experiences that actually develop people
Our Process for
Successful DevelopmentLeadership Commitment to
Develop Talent in the Organization
Create Strategic Competency Framework
Enroll
Individuals
in the
Developmen
t Process
360° Assessment
of Competencies
& Boss
Assessment of
Learning Agility
Provide Feedback, Achieve
Acceptance and Personal
Motivation
Prioritize
Developmental
Needs
Create High
Impact
Development
Action Plans
Measure Growth
and Impact
QUESTIONS about
development?