For almost a year, we have been conducting research into leadership development, an area in which companies are spending up to 30% of annual training budgets.

Earlier in 2006, Kim Lamoureux, a former manager for leadership development and succession planning at Textron, joined our analyst team.

We have just added these new research reports to our research library:

• WhatWorks® in High-Impact Leadership Development: Essential Components, Best Practices and Case Studies, an in-depth analysis of best practices and the Leadership Development Maturity Model®.
• Blended Learning in Leadership Development: Proven Learning and Delivery Models, a detailed report on best practices in the use of e-learning and blended delivery models for leadership development.
• Succession Planning in Leadership Development: How to Build a Leadership Pipeline– the Textron Story, a comprehensive best-practices study of how a large conglomerate uses leadership development and succession planning to build, develop, and improve its global leadership pipeline.
• A Three-Tiered Approach to Leadership Training: Using Blended Learning to Drive Culture and Leadership, a detailed analysis of how Air Products and Chemicals built and deploys its top-to-bottom leadership development program.
• Blended Learning at CNA Insurance: A Best-Practices Look at High-Impact Blended Learning for Leadership and Management Training, a detailed review of CNA’s leadership development offerings and platform for nationwide management development.

You’ll be seeing much more to come. For instance, we’re currently conducting a major study of learning development best practices, which will be available in early 2007. Our expanded research library and complementary advisory services will help organizations design better programs, plan technology investments, implement measurement strategies, and benchmark progress against peers. Read the news release announcing our research expansion.

Research members: Visit the research center to get your copy of these new reports. Non-members: Learn how to become a member to start accessing these reports and other ground-breaking research.

Listen to overview.

Leadership development is a step-building process in which each step is defined by characteristics. To show the progression, we the Leadership Development Maturity Model®, which is introduced in the just-published research report, WhatWorks in High-Impact Leadership Development: Essential Components, Best Practices, and Case Studies.

Basic management training. About 25% of companies offer basic management training, which is different from leadership development. At this stage, training is primarily delivered in classrooms or through off-the-shelf e-learning courses. HR is the driver behind the training, usually without strong senior management support.

Structured leadership training. Here companies begin to focus on and address the development of leadership skills. Program curriculum is designed to build identified leadership competencies and to support different levels of management. About 30% of organizations are at this maturity stage.

Focused leadership development. Approximately 20% of organizations are here, where companies view leadership development as strategic to the future. Program curriculum is sophisticated and blended, with elements such as coaching, job rotations, and high-profile projects. Succession planning begins earlier with the identification of high achievers.

Strategic leadership development. Here learning development is an integral part of the overall talent management process. Program content is tightly aligned with strategic priorities. Senior executives champion the program and hold other leaders accountable for developing employees. About 25% of organizations have reached this stage.

This model can help you plan for your program’s ongoing evolution, target investments, and help you support the business case for leadership development within your organization.

Research members: Visit the research center to download the executive summary.
Non-members: The executive summary is available to non-members for a limited time; register for your copy today.

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Rapid E-Ruption
[HR Executive]

HR Executive training columnist Chris Cornell writes about the panel discussion on rapid e-learning hosted by Josh Bersin at the 2006 ASTD Conference in Dallas. Read the full article.

State of the Industry Discussion
[The Masie Center]

Josh Bersin recently sat down with Elliott Masie at the MASIE Center to talk about the current state of learning. Listen to their dialogue.

Leadership Development Maturity Model®
[Bersin & Associates]

Characterizes the different stages of corporate leadership development initiatives and their associated business benefits. Get your copy of the executive summary.

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WEBINARS

• Blended Learning in Leadership Development
  September 20, 2006, 2:00 p.m. ET
  Kim Lamoureux, Senior Analyst

  Cultivating top talent requires new training strategies. Leaders are busier than ever and have high expectations for learning. Learning must be easily accessible, but also highly relevant, innovative, and on demand. This presentation is aimed at learning and development professionals involved in creating effective learning solutions for emerging and current leaders. Register for this event.

• Measuring the Impact and Alignment of Training: A New Approach
  October 13, 2006, 1:00 p.m. ET Register for this event.
  October 19, 2006, 2:00 p.m. ET Register for this event.
  Josh Bersin, President and Founder

  This webinar will discuss the latest research on best practices in training measurement and illustrate a pragmatic, easy to implement, proven approach to the measurement of corporate training. Special focus is given to identifying metrics that demonstrate the business value of training, its impact on business units, and alignment with business goals.

• Integrated Talent Management: The Next Phase in the Evolution of Corporate HR and Learning
  November 17, 2006, 1:00 p.m. ET
  Josh Bersin, President and Founder

  How are talent management needs affecting corporate HR and training? This webinar will present the latest research on trends, best-practices, and changes in HR organizations driven by the demand for integrated talent management. Findings from the recent and comprehensive study on performance management will be included in the discussion. Register for this event.

Missed it live? Research members can view all recorded webinars by clicking on the links below. Not a member? Sign up for a trial membership today.

WORKSHOPS

New this season: Implementing Successful Performance and Talent Management Series, a one-day workshop focused on the issues, challenges, and best practices related to performance and talent management. Targeted to HR and learning executives and professionals, the agenda covers a wide range of topics, including the performance management maturity model, which can be used to help you match the processes and technology best suited to your current stage and future strategy; the seven fundamental elements critical to any performance management initiative; the organizational impact of performance and talent management; and the available technology options that can bring new efficiencies to business processes.

As with all Bersin & Associates workshops, attendees interact directly with analysts and peers throughout the workshop, leave with detailed action plans, and can obtain ongoing advice and guidance. Attendees receive a complimentary copy of Performance Management 2006: Market Analysis, Trends, Best Practices, and Vendor Profiles.

• October 3, 2006 [Chicago, Hotel Monaco]


• November 16, 2006 [San Francisco, Grand Hyatt Hotel]
  
• December 1, 2006 [New York City, The Yale Club]

Visit our website for a detailed agenda, registration information, and member discounts.

Back by popular demand with a newly expanded agenda: Building a High-Impact Learning Organization. This workshop received rave reviews last season for the insights and actions required to maximize the efficiency and effectiveness of corporate training.

In response to attendee feedback, the workshop has been extended to a one-and-a-half-day format to provide more time for discussion and workgroup activities and to incorporate the analysis of three detailed case studies on effectiveness measurements, phased LMS implementation, and learning governance models.

• November 14-15, 2006 [San Francisco, Grand Hyatt Hotel]


• November 29-30, 2006 [New York City, The Yale Club]

Visit our website for a detailed agenda, registration information, and member discounts.

CONFERENCES

Training Solutions 2006 Conference & Expo
[Oct 23-25, 2006, Denver]

Chris Howard will be delivering two presentations at this conference:

• Guidelines for Success with an LCMS
  
• Your LMS Short List: A “How to” Guide
  

Josh Bersin will present "What You Still Need to Learn About Learning Management Systems.” He and Principal Analyst Leighanne Levensaler will also host the industry’s first “shootout” on integrated performance and learning management.

Click to hear Josh and Elliott Masie discuss the current state of learning, including topics such as trends in compliance management, the changing market for products and services, and talent management.

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Key new research studies available for members only:

Team-Based Content Development: What Works®
If, a Finnish insurance provider, has reduced the cost and time to develop e-learning by 50% using a collaborative authoring system. Content contributors now use a learning content management system to track their changes and contributions to courses and other resources. Download today.

Aligning Performance and Business Strategy: Balanced Scorecard
Delta Dental of Kansas uses the balanced scorecard to establish and manage corporate objectives. Using these corporate goals, individual performance and development plans are created for each employee. Download today.

Blended Learning in Compliance Training
Operational compliance training is often a blend of formal and on-the-job training. BART uses an LMS to track over 1,000 hours of blended training for new train operators in order to comply with the regulations of both state and federal agencies. Download today.

WhatWorks® in High-Impact Leadership Development: Essential Components, Best Practices and Case Studies, an in-depth analysis of best practices and the Leadership Development Maturity Model®. Download today.

Blended Learning in Leadership Development: Proven Learning and Delivery Models, a detailed report on best practices in the use of e-learning and blended delivery models for leadership development. Download today.

Succession Planning in Leadership Development: How to Build a Leadership Pipeline – the Textron Story, a comprehensive best-practices study of how a large conglomerate uses leadership development and succession planning to build, develop, and improve its global leadership pipeline. Download today.

A Three-Tiered Approach to Leadership Training: Using Blended Learning to Drive Culture and Leadership, a detailed analysis of how Air Products and Chemicals built and deploys its top-to-bottom leadership development program. Download today.

Blended Learning at CNA Insurance: A Best-Practices Look at High-Impact Blended Learning for Leadership and Management Training, a detailed review of CNA’s leadership development offerings and platform for nationwide management development. Download today.

Leadership Development Maturity Model®
Characterizes the different stages of corporate leadership development initiatives and their associated business benefits. Access the executive summary.

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