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Leaders Deserve Better Follow Up

  • July 29, 2020 2:32 PM
    Reply # 9133299 on 8935200

    I also posted this in the Focus on: Performance Improvement

    I have used many plans for solving training issues, however his six-block example was most useful. I like the way he humorously gave the negative example, however I have seen this in the past.

    I also was impressed with his historical knowledge of the profession, him having know personally some of the giants of the industry. I am glad he is a proponent of Robert Mager. You can buy his six=pack of books on Amazon fairly cheap. The books are Analyzing Performance, Preparing Instructional Objectives, Measuring Instructional Results, How to Turn Learners On..Without Turning them Off, Goal Anaylsis and Making Instruction Work. If you are just getting started in training and development, I highly recommend these books. They will give you a solid foundation of how best to go from needs assessment to evaluation of the finished product.

  • May 03, 2020 2:22 PM
    Reply # 8943718 on 8935200
    Bill Brantley

    I enjoyed the session and eagerly look forward to her book. Having been the program manager for three different leadership development programs at the U.S. Patent and Trademark Office' Enterprise Training Division, I agree with Ms. Mackin's argument that leadership development needs great improvement. I think her most valuable contribution in improving leadership training is the Leadership Development Maturity Tool. Her Leadership Pipeline is an interesting model compared to Maxwell's Five Levels of Leadership. 

    Again, an excellent session!

  • April 29, 2020 10:10 AM
    Message # 8935200

    Let's keep the conversation going!

    1. What were your top takeaways from this session?
    2. What can you put into action today?
    3. What questions are still burning or have come up in the meantime?

    PDF version of presentation is attached here.  

    Brief Session Description

    We live in a crazy, constantly changing world and getting people ready for that “crazy” is what will separate the top from the bottom organizations. This session will address how to rewire our development of people and organizations. Specifically, it will address:

    • Why what’s worked in the past isn’t working for today’s leaders.
    • How to connect business victories to people victories with four leadership development principals.
    • Change leader’s mindsets for the value they bring by level of leader: what is the difference between Leaders of Other, Leaders of leaders and Functional Leaders roles? Share this criteria with existing and up and coming leaders.
    • Is there a way to measure how we are doing with the preparation of leaders overall?
    1 file
    Last modified: August 04, 2020 8:42 PM | Anonymous
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