Leadership Impact System™
80% OF TRAINING FAILS—DROSTE’S LEADERSHIP IMPACT SYSTEM, AN INNOVATIVE LEADERSHIP AND DEVELOPMENT TOOL, ENSURES NEAR 100% SUCCESS
Let Droste Implement This Small But Complex Leadership and Development Tool for Your Training
The ugly reality is that 80% of one-time learning and coaching events fail to achieve the desired change in performance – a waste of time and costs. And the 20% that do succeed only improve performance 40-50% of what was needed. This can be overcome by using the Leadership Impact System. When applied, nearly 100% of learning succeeds and improves performance to 90 to nearly 100% of desired levels. Droste is one of the very few companies with expertise in and the ability to successfully implement this small but complex leadership development model for your training. DROSTE CAN HELP YOU DO IT OR DO IT FOR YOU. You have the choice to either have Droste help you implement these critical learning and development system tasks yourself, or we can do them for you.
LIS Aligns With Best Change Management Models
- Key Sponsor Plan
- Communication Plan
- Training Plan
- Coaching Plan
- Resistance Management Plan
- Awareness
- Desire
- Knowledge
- Ability
- Reinforcement
Leadership Impact System™ Components
Use this Pre-Training Leadership and Development Tool Today to Ensure Learning, Application, and Performance Improvement
One key activity within this leadership system is to require the leader-of-the-participant to meet with the participant before the live learning event to discuss the event, WHY it is important (what’s in it for the participant/team/department/company), and the leader’s expectations to complete all learning activities and come back with actionable items. Without a resource/tool for the leader-of-the-participant, most meetings do not succeed and are a waste of time – or do not occur at all because the leader anticipates it will be a wasted effort. Here is a simple, quick reference guide (QRG) from this leadership and development tool that you can use starting today to ensure the meeting is a success – increasing learning, application, and performance.
Use this Post-Training Leadership and Development Tool Today to Ensure Learning, Application, and Performance Improvement
One key activity within this leadership development model is to require the leader-of-the-participant to meet with the participant after the live learning event to share key learnings and the new actions that will be taken to improve the performance. Expectations are also shared that those actions will be completed and, until then, monitored and either recognized/rewarded or coached as necessary. The performance will be reviewed/evaluated on the regular mid-year and annual performance reviews. The participant is also reminded he/she now has 24/7 access to a resource site with all the key learnings and tools – as well as will begin receiving weekly emails reinforcing key learnings from the learning event. Without a resource/tool for the leader-of-the-participant, most meetings do not succeed and are a waste of time – or do not occur at all because the leader anticipates it will be a wasted effort. Here is a simple, quick reference guide (QRG) from this leadership and development tool that you can use starting today to ensure the meeting is a success – increasing learning, application, and performance.
Coach or Don't Train! The Leader Is 70% of the Impact on the Direct Report's Performance After Training
One critical activity within the leadership and development tool is to require the leader-of-the-participant to monitor the performance of the participant after the learning event. She/he should:
Look for how often and how effective the new knowledge/skills/attitudes are observed.
- Recognize/reward if it is being done as expected – or coach if not.
There are hundreds of different tasks an employee performs every day, but only a limited number of factors drive that performance. And of all the factors, just one, the Leader over that direct report, makes up 70% of that impact. And of the 15 performance management tasks, coaching is one of the most important tasks a Leader performs – both after training and every day. Studies rank “receiving feedback from their leaders” as the number one request of employees. Studies also rank “giving feedback” towards the bottom of what leaders like to do or do at all. This is because leaders usually see giving feedback as something negative, and that causes conflict. However, giving feedback is not negative if given using an effective high-impact leadership model.
Without an effective leadership development model for the leader-of-the-participant, most coaching does not succeed and can be a waste of time, or does not occur at all because the leader anticipates it will be a wasted effort or doesn’t know a positive way to provide feedback. Here is a simple leadership and development tool that incorporates best practices from best-in-class coaching experts. Of course, there are more details that can be learned within each step, such as focusing on the performance and not the person, but this will go a long way in enabling you to start coaching today.
Best Practice Learning and Development Model
- Convey your positive intent.
- Describe specifically what you have observed.
- State the impact of the behavior or action.
- Ask the other person to respond.
- Focus the discussion on solutions.
For example: “Josef, I want to help you improve your performance. I’ve observed you haven’t addressed your employee’s missed deadlines. This results in lower metrics and demotivates the good and high performers. Why do you think you haven’t been addressing this, and what are you planning to do to start doing that?”
Transform Your Team with Our Leadership Development Model
Invest in your leaders and realize your organization’s full potential. Our leadership and development tool, the LIS, backed by proven training and expert coaches, empowers your team to thrive! Ready to elevate your leadership? Schedule your free consultation today and discover how Droste Group can help your organization level up.