Organizations with superior business, talent, and financial outcomes focus on creating a “systemic relationship with talent.” As part of that systemic focus, they intentionally cultivate optimal conditions for personal and professional development – especially for leaders. Surprising findings from our latest global leadership research challenge existing theories about what those conditions should be. Our data suggests that leaders actually learn most effectively by connecting with and learning from others—exposure to peers and colleagues, but also client feedback, new contexts, and social networks turns out to be the most impactful way to develop leadership capability.
While many organizations have recently begun to move from mainly instructor-led classroom training to a focus on real-life, on-the-job experiences, our latest global leadership research challenges companies to step up the game again and increase their focusing on exposure as an added learning method.
In this webinar, Andrea Derler, Leadership and Succession Research Leader, Bersin™, Deloitte Consulting LLP, will:
- Discuss what makes exposure such an effective method for leadership development
- Provide various examples of organizations that facilitate exposure for leadership development, and
- Describe the demonstrated benefits of exposure for leadership development for both leaders and organizations
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