RealTime Leadership

IBM interviewed over 1,000 CEOs and asked them what the enterprise of the future will look like.  What IBM discovered, and recently published in a study,  is that future organizations will be even more dependent on collaborative global teams to drive innovation.  In the opening letter, IBM’s CEO, Sam Palmisano says:

“A focus on innovation works. That is also evident in this year’s study results. Those of you who are making the boldest plays — pursuing the most global, collaborative and disruptive business model innovation — are outperforming your peers.”

The study identifies several key trends that will shape the enterprise of the future.  These trends are fascinating from a leadership development perspective because they give us insight into the skills and capabilities required of successful future leaders:

• Change is accelerating.  Technology is driving change, but the gap between the pace of change and the ability of the organization to manage change is accelerating even faster.  This means future leaders must not only embrace change, but recognize that change will increase throughout their careers.  For training departments, it is no longer enough to offer a series of courses or learning events.  Employees require learning environments where self-directed learning can occur throughout one’s career.

• Collaboration is driving innovation.  Forty percent (40%) of organizations are evolving their enterprise business models to be more collaborative.  The ability to collaborate with others, especially on global and virtual teams will drive future success for leaders.  This trend is increasing the importance of developing emotional intelligent leaders who can effectively work with others to achieve results.

• Global integration is increasing.  Businesses are reconfiguring around global integration.  Work is naturally migrating to the locales where it is most cost-effectively produced.  Successful organizations are taking advantage of this on a global scale by integrating their business across geographic and functional boundaries.  For leaders to be successful in this environment they must enhance their cultural and organizational understanding and address challenges with a global business mind-set.  This trend is increasing the importance of inclusion in the workplace.  Global leaders value diverse opinions, backgrounds and ideas.    

Taken together, these trends paint a picture of the enterprise of the future, which IBM describes having five characteristics:

1. Hungary for change.
2. Innovative beyond customer imagination
3. Globally integrated
4. Disruptive by nature
5. Genuine, not just generous

Our challenge as leadership development professionals is to create environments and tools that help employees gain the critical leadership skills to be successful in the enterprise of the future.  In order to do this, we need to practice continuous process improvement and apply these prinicples to our learning departments.  By measuring our results, holding our learners and ourselves accountable and constantly looking for incremental improvements, training departments will evolve over time to effectively support the future enterprise. 

The 5A’s Framework is a great tool to use when assessing your training departments current level of effectiveness, and to guide you as you transform your department to meet the learning challenges of the future.

As we prepare to celebrate Thanksgiving tomorrow with our families, now is an appropriate time to take account of the many things to be thankful for at work.  As a leader, what comes to mind for me is the debt and gratitude I have for the people I have the honor to work with everyday.  So how do I, as a leader thank the many people around me who not only contribute to my success, but more importantly to the success of the organization?  One way is to simply say “thank you.”  But another more powerful and sustainable way to say thank you is to treat people with respect and acknowledge and encourage their full commitment and contribution throughout the year.

There are times, however, when the pressures of work kick in and deadlines need to be met, and it is easy to slip back into the mode of barking orders.  It is times like this when I try to remember a simple rule; “Treat your people as if they were volunteers.”

I did not come up with this rule, rather it was given to me as a “gift” by Vice President at a major global company, who I was interviewing for a leadership development project.  When I asked this individual to characterize his approach to leadership, he summed it up this way;

“In my mind, I like to lead people as if they were volunteers.  The fact is, the great people who work for me, the high-performers,   can leave at any time.  Their skills and expertise are in demand.  If I don’t lead them and treat them as volunteers, all I get is what I ask of them.  But if I ask them what they think and how they approach a situation, I get their full input, energy and passion.”

So let’s be thankful for the people who work for us this Thanksgiving, and let’s acknowledge the gift of their presence by treating them like the volunteers they truly are.  Happy Thanksgiving!

The current global economy is forcing people and organizations to find ways to do business more efficiently and more effectively. Companies are revisiting strategy, markets, R&D, size of workforce, and their entire cost structure. There is an intense focus on business results with an added emphasis on trimming anything that doesn’t directly contribute to the success of the organization.  These same forces are affecting training and development departments at corporations across the globe.

It is within this environment, where training departments are being asked to cut back on resources while increasing their value, that my colleague Dr. Stephen Gill and I set out to use our research and experience to help organizations make their learning interventions more effective. Specifically, we want to provide training professionals and frontline managers with a simple framework and strategy to get more from their investment in learning. Our new e-book, “Getting More from Your Investment in Training: The 5As Framework,” is for training professionals and business managers who are grappling with this new environment and the heightened expectations for results.

This book is not about how to be a stand-up trainer, or how to design e-learning, or even how to get more buns on seats. It is about what your organization needs to do to ensure that people learn and use that learning to achieve business goals.  We identify the organizational factors that have the greatest overall impact on how learning contributes to business success.  And then we offer tools and strategies for increasing the impact of learning at each step in the learning process.  We call these organizational factors the 5As, and they are;

1. Alignment – Align learning with strategic goals by helping learners understand how the skills and knowledge they acquire through training can be applied to deliver business results.

2. Anticipation – Research clearly shows that if learners anticipate success before training they are much more likely to experience success.  Help your learners anticipate success.
3. Alliance – Create a learning alliance between learner and boss.  Learners need feedback and coaching, especially as they attempt to apply new skills and behaviors on the job.
4. Application – Apply learning immediately after training, not six months later or even never, as so often happens.  Create opportunities for learners to apply new skills on the job, and receive relevant and timely feedback.
5. Accountability – Hold learner and organization accountable for business results from training.  Establish the expectation from the beginning that training is critical for organizational success and all participants will be held accountable to apply what they’ve learned to meet business goals.

This is the time, more than ever, to re-examine your training function and make all of your learning interventions (classes, simulations, e-learning, coaching, internships, etc.) more efficient and effective.  By applying the 5As framework to your organization, you can immediately identify areas for improvement that will help you achieve your business goals.  Download the first two chapters free.

A much discussed article by Tony Bingham, the President of ASTD, appeared in the August 2009 T+D Magazine under the title “Learning Gets Social.”  In the piece, Tony delivers a shot across the bow for many learning and development departments, saying basically, if we all don’t get on board and start leveraging and supporting Web 2.0 technologies for learning, we’re simply going to be deemed irrelevant by the businesses we support.   The article quotes Karie Willeyard, CLO of Sun Microsystems, saying:

If the learning organization doesn’t get into that 70 percent and use social media, they’re going to get left behind.   They’re going to become irrelevant because people are going to be able to post and share knowledge with one another without the learning function.

The fact is, most employees are already embracing web 2.0 collaboration and sharing tools without the learning function, and the numbers are growing every day.   Two major trends t are fueling this shift to informal learning:

1. The Millennial Generation – those born between 1977 and 1997, essentially grew up with the Internet and are familiar with learning and sharing information online.  As the Baby Boom generation retires, this is the generation that is currently moving into the workforce and changing the landscape.  By 2014, it is estimated that the Millennial generation will comprise 47% of the workforce.  
2. Technology – continues to make it easier to share, collaborate and learn online.  Today, if someone wants advice on how to become a better leader, they use Google, Wikipedia , Twitter, LinkedIn or other Web 2.0 technologies to address their unique learning need immediately.  They don’t sign up for the management training course offered next quarter.

The collective force of these two trends is transforming how employees learn, shifting the model from a didactic model to a collaborative model.  Tony Bingham makes the case for how Millenials are changing learning landscape:

In education, they are forcing a change in the model, from a teacher-focused approach based on instruction, to a student-focused model based on collaboration.

I refer to this as a shift from the “Sage on the stage” model to the “guide on the side.”  Web 2.0 technologies facilitate the sharing of information and make it easier to collaborate with colleagues.  The widespread acceptance of these new technologies is rapidly increasing the shift to delivering learning at the point-of-need, giving employees the information they need when they need it.
Although the Bingham article is a great wake-up call to the learning profession, it fails to address the critical question of what can or should be done to address informal learning.  Bingham ends the article by saying:

“The pieces are there, and now is the time to connect those pieces to create a learning masterpiece that meaningfully demonstrates the critical importance of each and every one of your roles.”

Huh? This sounds to me like he is encouraging the learning profession to continue with its command and control attitude of dictating learning.  What’s needed, in my opinion, is for the learning profession to focus on supporting and fostering the technologies and experiences that will allow and empower employees to collaborate, share and learn on their own accord.  The “learning masterpiece” Bingham refers to will evolve on its own if we give employees the tools to share and collaborate, and then trust them to do the right thing.