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To help
increase
potential
to
produce results.
"Shirley is an excellent facilitator.
When facilitating our team, her ability to remain impartial keeps everyone
on track. Her ability to facilitate a productive meeting better utilizes
everyone's time."
- Call Center Manager
"Shirley's energy and enthusiasm are
excellent examples for the rest of us. I have seen many occasions when
Shirley was able to get a group moving just because of the enthusiasm she
showed on the topic at hand. That is very contagious."
- Leadership Trng Manager
"Shirley is a very good facilitator and
she took the initiative ... to help us grow as a team. "
- Business System Analyst
"If I had to pick the people who have had
the most impact on the support team, Shirley would be at the top of the
list. Through Shirley's leadership, team was able to set goals, adopt an
organizational structure, and prioritize a list of action items."
- PC Support/Service Rep
Copyright 2012
Shirley Lee
All Rights Reserved
www.ShirleyFineLee.com
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In the 2012 book release of "Measuring
Leadership Development," it states 74% of respondents believe the biggest
reason a Leadership Development (LD) project fails is because data
collection is not built into them from the beginning. In other words,
the program developers can not prove the program accomplished its
goals or show a return on investment (ROI) to management.
** NOTE: To see more statistics, visit the
blog link below.
As someone who has
facilitated focus groups, I found the suggested use for data collection in
the above book very interesting and likely to be most effective and easiest
tool. In chapter 6, the authors suggest using management focus groups
for estimating ROI on portions of LD programs since they are the experts of
what worked for their organizations and how. Below are the suggested
steps to run a 2-hour focus group:
1. Explain the task.
2. Discuss the rules.
3. Explain the importance
of the process
4. Select the first measure
and show the improvement
5. Identify the factors
that have contributed to performance
6. Identify other factors
that have contributed to performance
7. Discuss the link of each
factor
8. Repeat #7 for all
factors
9. Allocate the improvement
(percentage or pie chart activity)
10. Provide a confidence
estimate
11. Multiply percentages
from steps 9 and 10
12. Report results
If anyone is interested in
doing a focus group and need help facilitating, please let me know. Or
if you want to try it on your own, go buy the book and read it through
before sending your meeting invites.
For more tips from the
book, see 2bProductive blog post:
14 Success Factors for Leadership Development and
Training
2Bproductive Blog made the list of "Top 75 Productivity Experts to
Follow on Twitter" this month!
Would you like to see a dozen of the other
well-known experts and their book titles? Or find a link to the full
list of 75 along with their Twitter names? If yes, then visit
OrgThis Blog post
Top 75 Productivity Experts
We are partnering with Peak Performance
Solutions to offer great training opportunities and assessments!
Starting with 1.5 hour "Work of Leaders" webinars in May which
feature an assessment based on "The 8 Dimensions of Leadership" book.
If you think this tool may be useful for your LD programs, check out
the
Events and Webinars schedule. If you
register, be sure to put RNEWS in your description so we know how you found
out about the webinar. If you want to know more about the tool before
you sign-up, check out Peak Performance Solutions Blog post
Everything DiSC Work of Leaders
– 8 Dimensions in Leadership Assessment.
Thanks.
"Leadership and learning are
indispensable to each other."
- John F. Kennedy |
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