Leadership- Curriculum for Excellence Style! December 14, 2009
Posted by Bill in : Outdoor Learning , add a comment
Through the feedblitz from LTS on Curriculum for Excellence and the East Lothian Curriculum for Excellence Blog I had a look at Building the Curriculum 4: Skills for learning, life and work (November 2009) today. It’s inspiring to see how well the C of E can be used to frame wider context issues and in this case leadership for young people. The similarities between this and texts intend for Senior managers and Leaders on transformational leadership is surprisingly similar as this exert shows!
They will need to understand that everyone can develop leadership skills, which can be used across learning, life and work settings. Effective leaders may show many different styles and characteristics, but often share common characteristics. Young people will learn to:
- value the views and contributions of others in their group
- exert influence and help others to envisage new ways of thinking, seeing and working
- show a determination towards achieving the highest standards for everyone in the group
- show initiative and actively pursue their objectives
- be good listeners and know the members of their group or team wellserve as models to others, providing insights into what success in the group’s activities might look like
I also liked the reflective questions. It highlights the need for my own organisation to ask these questions, not only of our educational aspirations but as an organisartion as a whole. The reflective questions here are very pertinent and have obvious links with succession and talent enablmenti.e. lets replace “young perople” with ELC employees, and the statement reads just as strongly.
- Reflective Questions
In what ways can you provide opportunities for young people to learn to work together
collaboratively? Which examples have the biggest impact on learners’ skills development?
How can you provide opportunities for interaction and co-operation?
How do you provide opportunities for young people to develop leadership skills?
9 Box Matrix December 7, 2009
Posted by Bill in : Empolyee Engagement, Experiential Learning, Management Training, Succession , add a comment
I have been looking at examples of the nine box matrix, in relation to Talent Management & Succession. There are good examples of how to use this around, however came across a thought provoking blog Greatleadershipbydan. Dan examines some of the usage of this process to help organisations identify and develop leadership potential. It could be a useful tool for my own organisation (or an adaptation of). This might support ability to be able to deal with;
- Growing uncertainty
- Increasing speed of change
- Flatter structures
It may also help tie in concept of ”roles not jobs” which will help develop “talent pools” and deal with issues such as “how can one plan ahead for jobs that might not exist within a year?” How this process might look (other than aligned to business needs…etc…linked into Transformational leadership…Behavioural framework…performance….PRD…Phew) is unsure to me at the moment but one thing is for sure;
The HR function therefore has a critical role in supporting and facilitating the process
(Suff,R In quick Succession - IRS Employment Review 2007)
