Changing Development

We’ve been running the Authentic Leadership Programme for almost a decade. It’s never stood still and if you attended one of the early programmes when I was at AUT you’d notice many changes from those days.

iStock-813786528.jpgRelevancy is a word we are increasingly using in business and leadership development must remain relevant, to be relevant.

Leadership development is a nice to have at many organisations and even though I’m in the development business, I’m not surprised.

Facilitators without any authentic leadership experience themselves, dried out old case studies straight out of a 1980s MBA, lecturing and bring ’em down to build ’em up nonsense all make potential participants question the true value.

So what changes have we been done lately? Learning conversations with senior leaders led by the participants themselves, micro-coaching sessions on the way through, location, location, location – context driven locations for learning – like on a tram for transport leaders hearing early stories of trams in Auckland.

We’re reshaped the reflection process putting it out in front of everyone with ReflectBack™, enhanced our Blueprints with time on Programme to complete, share and reflect with.  We’ve embraced client direct participation on the programme. After all, we’re not running a secret society and we’re confident enough in what we do that we’re very proud for our clients to see close up the development we’re providing for their managers.

And we’re using technology – an App to stay connected and share practical details throughout – and running in-between sessions via electronic methods sometimes.

The next edition of the Authentic Leadership Programme will be different – we try and learn as we go – keeping the Programme relevant for the new context, and at the same time providing us with new energy to try new things out.

You don’t always know where it’s going to go, but hey, that’s leadership isn’t it?

Stephen

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