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<\/a><\/p>\nSupplement Your Internal Leadership Development Efforts With External Support<\/h3>\n
The most effective Learning & Development approaches include a blend of internal leadership development expertise and <\/em>external support. As you consider how you will future-proof your organization by scaling leadership development across your organization<\/a>, consider these 4 strategies to make the most of your HR department’s in-house leadership development training expertise.<\/p>\n Take a fresh look at your people.<\/strong>\u00a0Are people being pigeonholed into certain roles or tasks? Could you use data to increase areas of employee engagement<\/a> and laser-focus your investments in talent? As you start to map out the learning agenda for the next year, next cycle, or new initiative, consider ways to increase commitment, provide access to development for all your talent (not just your high-potentials), to improve retention and secure your leadership pipeline.<\/p>\n This process can be part of employees\u2019 personal development and career planning, as well as a strategy for maximizing the talents of your HR team while upskilling leaders at your organization. The chance to lead a session for new hires, mentor a first-time manager, or develop a blended learning program could be just what someone needs to be re-energized and more engaged in their role.<\/p>\n Elevate the role of your HR team by using 360-degree feedback data for insights about your organization\u2019s talent and the business<\/a>.<\/p>\n Coaching continues to be a growing and valuable way to develop talent.<\/strong> Some HR pros have extensive training and experience with coaching; many others don\u2019t. But it often falls to HR to coach a struggling high-potential or a high performer whose abrasive style is causing problems.<\/p>\n HR staff linked to business units also have the opportunity to coach as they work day-to-day with operational team leaders. And these managers may look to you for guidance as they try to have talent conversations with their own employees. Ensuring they understand how to hold feedback conversations will immediately improve your talent development<\/a>.<\/p>\n Outside coaches remain valuable (and are at times preferable), but creating a robust internal coaching capacity by building coaching skills in-house is a wise move for any HR function. Make sure your leaders know what it takes to coach people<\/a>, and you can start to build a feedback culture across your organization.<\/p>\n You probably already have experienced facilitators who know your organization; make sure you are leveraging them as much as possible.<\/strong> They may be in various roles and departments \u2014 and might not even be part of the HR team. But as you look at your internal leadership development capacity, don\u2019t overlook the value of talented people who can manage events, facilitate discussions, and lead training sessions.<\/p>\n You can prepare your internal facilitators to deliver leadership insights and training \u2014 from brief skill-building sessions through targeted leadership workshops<\/a> on specific topics, all the way up to a complete and comprehensive program for your leaders at every level.<\/p>\n Learning is a process, so take another look at ways your HR team can support and extend learning into day-to-day work.<\/strong>\u00a0Our model for successful, sustained learning transfer<\/a>\u00a0helps HR leaders map out the elements that factor into sustainable and impactful leadership development efforts, including many that are already in your hands.<\/p>\n Because different types of learning networks help employees apply and integrate new ideas and practices, you\u2019ll want to leverage virtual and social learning tools to increase accountability and foster the internal connections that fuel learning.<\/p>\n Accountability partners, learning partners, mentors, and managers can all play a role. Gamifying your digital learning experiences can also increase engagement and completion rates.<\/p>\n We understand the challenge of crafting internal leadership development initiatives and can help support your HR team to scale learning across your organization. Take advantage of our offerings such as CCL Passport\u2122<\/a>, which gives you unlimited access to our world-renowned content and our most comprehensive package of proven, transformative leadership solutions. If you license our content<\/a>, you can bring our proven research, programs, and tools in-house to leaders at all levels of your organization.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Upskill your people and improve your internal leadership development initiatives with these 4 approaches to maximize your HR team’s in-house leadership development training expertise.<\/p>\n","protected":false},"author":130,"featured_media":48023,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-48022","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-analytics-evaluation","categories-assessments-360s","categories-supporting-scaling","categories-tools","audience-hr-consultants","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\n1. Do a talent review.<\/h4>\n
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2. Extend your coaching capability.<\/h4>\n
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3. Leverage your facilitators.<\/h4>\n
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4. Focus on making learning stick.<\/h4>\n
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Ready to Take the Next Step?<\/h2>\n