As we enter the New Year, the AchieveForum team looks back on 2016 and makes predictions for 2017, considering what we learned about leadership development and how these insights will impact the year ahead.
• An increasing number of organisations will redesign their performance management systems to emphasise coaching and employee development: Most retain their annual performance reviews, however, opting instead for a system that integrates regular check-ins and development plans alongside performance reviews. The companies that drive these behaviour changes successfully will do so through sound organisation development, learning and change management practices.
• Organisations will offer employees increasing choices in accessing learning: When an organisation requires employees to learn certain skills, employees often have the option of doing so through in-person, virtual, or eLearning sessions, through longer sessions or much shorter “microlearning” offerings.
• The need to help leaders respond with agility to business and organisational changes will increase as business environments become more dynamic: A majority of leaders anticipate disruptive change in their markets and believe that their organizations are ill-equipped to respond to these changes. Increases in organisational turbulence will occur as companies align themselves with dynamic external environments. The practices and behaviours of agile problem solving will become more important in the future.
• The Talent Management industry will continue to learn how to leverage technology to drive improvements in leadership literacy and leadership performance: We are at the early moments of learning industry’s use of technology to educate leaders on leadership. E-learning support of leadership skills will gain further traction as companies optimize the efficiency with which leaders acquire leadership knowledge and skills. Increasing leadership performance on the job will both improve and lag the development technology focused on leadership literacy.
Promoting leadership performance will require providing just-in-time access to models, tools and templates that help leaders address urgent leadership challenges. Achieving improvements in leadership performance will also be advanced with ability to tract improvements in leadership performance on-the-job.
• Flipped classroom design will increase in frequency as best-in-class companies achieve conceptual learning and behavioural mastery in more efficient and effective ways:
Flipped classrooms involve a two-step process, which includes:
(1) Providing technology-enabled and self-managed learning in advance of skill practice and skill application sessions
(2) Facilitator-led skill practice and skill application sessions with groups of participants.
The value of flipped classrooms is that they redirect facilitator support and the support of participants from where it is most focused today, conceptual learning about leadership, to where it is most useful, overcoming learning and skill application challenges.
Flipped classroom designs offer promise of high return on investment in leadership development as progressive organizations continue to push for develop of this capability.