Duration: 1 hour
How to Develop and Engage Your Leadership Talent Across Generations #LeadershipPipeline
A derailed manager may cost the organization as much as twenty-times an executive’s salary in direct and indirect costs. Derailment also interferes with production, organizational growth, innovation, and demoralizes the derailed manager, coworkers and customers alike. Obviously, if we don’t develop future leaders in the leadership pipeline, and keep their engagement high, more and more leaders will derail. Yet, industry numbers, and the stories we can all tell from our own organizations, give evidence to the fact that not enough time, effort, resources, and support is being given to develop, engage, and build a strong leadership pipeline across the generations, particularly at lower managerial levels in organizations. No wonder so many leaders today have the potential to derail, which can ultimately affect organizations, leaders, and employees.
A new webinar from the Center for Creative Leadership (CCL®) shares insights from CCL’s own research about what derailment is and what is associated with it. Further, the webinar will provide what managers from different generations value, and what their leadership needs and expectations are, in order to help develop, engage, and ensure that your leadership talent and high potentials avoid derailing.
In this session you will learn:
- Why frontline, entry-level supervisors and managers are so important to building a pipeline of leaders and leadership talent.
- What the research REALLY SAYS about what different generations want (it might not be what you think).
- Five derailment behaviors that trip leaders up.
- Practical, actionable tips and advice to help, support, and develop leadership talent across generations and organizational levels so that they avoid derailment.
During the webinar, please participate through the chat function. In addition, you can follow our presenter, Bill Gentry, on twitter (@Lead_Better) and CCL (@CCLdotORG) and use #LeadershipPipeline to take part in the conversation online about leadership pipeline, leadership talent, and derailment issues across generations before, during, and after the webinar.
Target audience: Talent managers, T&D managers, HR business partners or coaches who are responsible for training and developmental initiatives targeted for high potentials and managers particularly in frontline, entry- or first-levels of management; High-potential employees who are soon to be promoted into a leadership role for the first time; Frontline managers at entry- or first-levels of management responsible for leading individual contributors, particularly those managing for the first time ever.
Bill Gentry , Ph.D. is the Director of Applied Research Consulting Services & Senior Research Scientist at the Center for Creative Leadership in Greensboro, North Carolina. He also trains the Assessment Certification Workshop and Maximizing Your Leadership Potential programs at CCL and has been an adjunct professor at several colleges and universities, currently at Guilford College and the University of North Carolina, Charlotte. In applying his research into practice, Bill's current focus is on helping leaders who are managing for the first time in their lives. Bill has more than 70 academic presentations, has been featured in more than 50 internet and newspaper outlets (such as Forbes.com, the Wall Street Journal online At Work, CNN.com, Harvard Business Review, businessweek.com, Chief Learning Officer, ChiefExecutive.Net, and TrainingIndustry.Com), and has published more than 40 peer-reviewed articles on leadership and organizational psychology including the areas of first-time management, leadership and leadership development across cultures, leader character and integrity, mentoring, managerial derailment, multilevel measurement, and in the area of organizational politics and political skill in the workplace. You can follow Bill on twitter: (@Lead_Better) and use #1stTimeMgr to continue the conversation online about first-time managers and transitioning into leadership.