Tim Hildreth Director, Product Marketing/ Content Solutions A Step into the Future of Leadership Development Sally Hovis VP, Learning Design

How is Leadership at work like Survivor? –Bad leaders can destroy a team... While good leadership can lead to success –Not everyone who ends up in a leadership position wants to be there... Or has the skills for it! –Leaders don’t always get credit for the good works of their team... But they often get the blame for the poor performance... –And in the case of Survior... They’re often the first ones voted out!

–Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate... But stay out of the way. –Bad leaders thinks its their job to stand around and tell everyone else what to do! How is Leadership at work like Survivor? –Good leaders recognize that their job is to set the vision, provide motivation, coach people for their own skills growth, participate... But stay out of the way.

Leadership Development: More Important Than Ever Today’s business pressures demand strong leadership –Economic downturn forcing companies to do more with less –Global competition requires constant innovation and flawless execution –A strong leadership pipeline is one of the keys to sustainable business advantage –Companies that invest in talent during a downturn can achieve breakthrough results – and long term value –Executives are being held accountable for leadership pipeline- -a board level issue

The Sales Pipeline

Copyright © 2009 Bersin & Associates. All rights reserved. Page 6 Top Talent Priorities TalentWatch Second Quarter 2009: Economic Downturn Causes Continued Cuts in Talent Investments, Josh Bersin, July 2009, n=306

The Leadership Value Chain Source: Human Capital Institute Engaged employees work harder, stay longer Engaged employees drive customer satisfaction Satisfied customers are loyal and stay Customer retention drives profitability Profits drive shareholder value Employee engagement is a strong indicator of organizational performance…

The Leadership Value Chain Source: Human Capital Institute Engaged employees work harder, stay longer Engaged employees drive customer satisfaction Satisfied customers are loyal and stay Customer retention drives profitability Profits drive shareholder value Employee engagement is a strong indicator of organizational performance… …skill of the manager is #1 factor driving employee engagement

Leadership Development Challenges the workplace for extended periods Leadership development programs are costly Because of cost, access to leadership development is often restricted, creating a “haves” versus “have-nots” mind set Leadership training is typically “event- based,” and beneficial effects tend to fade over time Leadership training takes key performers out of the workplace for extended periods

Components of Leadership Development Leadership development is a complex mix of training and “experiential” activities Often structured around competencies, with different approaches depending on level/audience One-On-One Coaching 360 Assessment Classroom Training Online Learning Resources

Copyright © 2009 Bersin & Associates. All rights reserved. Page 11 Key Findings 1.Online training methods becoming more widely adopted with high levels of interest 60% use self study (38% would like to) 51% use online classrooms (48% would like to) 27% use social networking (50% would like to) 58% reported an increase of online components over the last two years Source: Leadership Development Study, October 2008, N=281

Copyright © 2009 Bersin & Associates. All rights reserved. Page 12 Key Findings 1.Online training methods becoming more widely adopted with high levels of interest 60% use self study (38% would like to) 51% use online classrooms (48% would like to) 27% use social networking (50% would like to) 58% reported an increase of online components over the last two years Source: Leadership Development Study, October 2008, N=281

The Role of Technology-Enabled Learning in Leadership Development: Extend the reach of leadership development: –Train all employees, at all levels, affordably Increase the effectiveness –Use as pre-work to optimize classroom time –Use as post-work and performance support to extend the benefits over time Stay current –The latest thinking from leading authors, gurus –Inspire and provoke!

Continuous Learning vs. Event Learning Source: Creative Training Techniques Retention % Day 1 Day 4Day 7 Day 10 Day 13 Day 16Day 19 Day Day 26Day 30 Drops to 10% in 30 days Exposed to idea 6 times in 30 days = 90% retention

Management and Leadership Courseware Provides essential info on fundamental skills “Always on” so learners can get the training where and when they want Interactive simulations provide practice and review of key skills and new concepts Job Aids and SkillBriefs reinforce learning and ensure knowledge transfer Self-paced courses provide an economical solution for broad deployment of learning

Customized Leadership KnowledgeCenter

Leadership Development Channel™ Key products and services –Over 1,160 video-based programs Author QuickTalks Executive QuickTalks GreenTalks –Annual series of live Executive Leadership Events, available by Webcast, satellite and videoconference Best-in-class video content, live and on demand Prominent thought leaders, best-selling authors and CEOs A management tool to drive team development, group learning and one-on-one coaching Includes companion files with select videos available for PDA downloading Combines foremost theory with real-world application Live events allow viewers to interact with speaker via phone, fax and , and Twitter Bill George Ann MulcahySteven Covey John Kotter Tom Peters Linda Hill Vijay Govindarajan

Keeping leaders up-to-date with the latest thinking! –Summaries of best selling business titles Books by foremost business authors and thought leaders Leadership guidance and business management expertise –Ideal for time-starved executives Succinct, quick to digest eight-page, format Captures salient points –NEW: Audio recordings of author presentations –Ideal for on-the-go professionals Multiple media formats –Online –PDF –Audio Accessible from mobile device Books24x7 ExecSummaries™

Continuous Learning vs. Event Learning Source: Creative Training Techniques Retention % Day 1 Day 4Day 7 Day 10 Day 13 Day 16Day 19 Day Day 26Day 30 Drops to 10% in 30 days Exposed to idea 6 times in 30 days = 90% retention

Product Conception and Development

Product Design Requirements SHORT – no more than 2 hours per track NOT “courseware” Capitalize on BLEND of existing assets as much as possible –QuickTalk Videos –ExecSummaries –ExecBlueprints –SkillBriefs –Job Aids –Business Impact Series Concise, targeted treatment of leadership development topics and competencies Content accessible from one place, regardless of the asset type Fresh, contemporary look and feel Unique practice strategies

2 Possible Design / Use Case Approaches

Tools Business Impact Tools SkillBrief Puzzles Games, Riddles Job Aids & Checklists Reading Chapter Download Reading LDC Video Challenge Discussion Entry Point Quick Talk or LDC Video Exit Point Self-eval WIKI Performance Support/Reference

Tools Business Impact LDC Video SkillBriefs Puzzles Games, Riddles Job Aids & Checklists Chapter Download Reading LDC Video Challenge Social Learning Site, Podcasts, Ask the Expert Entry Point Quick Talk or LDC Video Exit Point Self-eval WIKI 24 x 7 Access Logical Sequence with Flexible Access

New Product Development Process Spring 2008Brainstorming, Marketing Review Summer 2008Prototypes V1, V2 Fall 2008Customer Demos/Fdbk CAFÉ Preview/Fdbk

Tools Business Impact LDC Video SkillBriefs Puzzles Games, Riddles Job Aids & Checklists Chapter Download Reading LDC Video Challenge Entry Point Quick Talk or LDC Video Exit Point Self-eval Determine essential content Sequence content for context Select relevant existing assets Create new assets to provide context and connections

New Product Development Process Spring 2008Brainstorming, Marketing Review Summer 2008Prototypes V1, V2 Fall 2008Customer Demos/Fdbk CAFÉ Preview/Fdbk Winter Tracks Funded for 2009 Determine Platform Spring 2009Product Development Perspectives Demo Summer 2009Cont. Development; CAFÉ Demo Winter 2009Testing & Release

The SkillSoft Leadership Advantage presents a targeted, concise, rich- media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: QuickTalks ExecSummaries ExecBlueprints Business Exploration Series Learning Sparks Key Concepts Self Assessments and Tools. SkillSoft Leadership Advantage TM

The SkillSoft Leadership Advantage presents a targeted, concise, rich- media treatment of key leadership competencies and includes compelling content from key thought leaders. Components include: QuickTalks ExecSummaries ExecBlueprints Business Exploration Series Learning Sparks Key Concepts Self Assessments and Tools. Combines foremost theory with real-world application John Kotter Vijay Govindarajan Tom Peters SkillSoft Leadership Advantage TM

Welcome Screen provides a high-level overview of the content of each learning track as well as: Left-hand navigation to the different sections of the track A positioning Quick Talk Objectives Bios of Speakers and Authors

Each section includes a variety of assets organized in a logical narrative: Interactive Learning Sparks introduce Case Studies for practice and review Key Concepts highlight essential info Quick Talks and excerpts from Executive Blueprints and ExecSummaries provide real-world insights Business Impacts Self-assessments and Tools provide tools to bring new skills into the workplace

Summary complements the information provided in the Welcome overview and frames the overall learning Final Challenge provides a capstone event for learners to review key learning points through an interactive business challenge

Downloadable resources allow learners to access content “on the go”: Audio and video downloads of Quick Talks PDFs and audio versions of full ExecBlueprints and ExecSummaries Word®-versions of Tools and Self Assessments

Leading Organizations Leading vs. Managing Leading through Motivation Leading Business Execution Leading Change Leading Innovation Building & Leading Teams Strategic Agility Strategic Thinking Globalization Competitive Strategy Risk Management Managing Managing Performance Developing People Moving into Management Delegating Coaching Managing a Crisis Goal Setting Managing Remote Employees Managing Managers Hiring & Interviewing Talent Management Leading Diversity Recruiting Talent Retaining Talent Succession Planning Working with Others Emotional Intelligence Managing Conflict Giving & Receiving Feedback Influencing & Persuading Managing Upward Relationships Assertiveness Business Writing Communicating Bad News Negotiating Presenting Process Management Project Management Business Process Improvement Quality Essentials Outsourcing Analytical Skills Problem-Solving & Decision-Making Self-Management Ethics, Integrity & Trust Accountability Priority Setting Time Management Creative Thinking Career Management Continue Self Improvement Adapting to Change Persevering & Overcoming Adversity Stress Management Work/Life Balance Business Acumen Finance Essentials Business Case Development Budgeting Essentials Business Plan Development Marketing Essentials Customer Focus Full Product Build Out – 2010 and Beyond

Individual SLA Track Design and Development Process

Development Process for Each Track 1.SKIL SME creates high level outline – “if you don’t know anything else about this topic, then be sure you know this” 2.Review existing assets; select most relevant, complimentary and engaging for inclusion in track 3.Write new assets 1.Key concepts (text) 2.Tools and self-assessments 3.Interactive case-studies and activities (Sparks) 4.Plan for culminating scenario-based practice activity (Challenge) 4.Organize completed content into final sequence 5.Final editorial review and audit 6.Handoff for final production 1.Transfer into final platform 2.Develop interactive case-studies and activities 3.Develop Challenge

The Sales Pipeline - Inverted

Example Leadership Development Path: Executive Level: Targeted, individualized development plans Executive coaching Performance support though reading and viewing) Mid Level: Leadership Academy – Blended program consisting of external and internal classes supported by online courses and other resources Job rotation/ stretch assignments with assigned mentor 360 degree feedback with assigned coach Entry Level: Leadership Fundamentals – primarily online courses Assigned readings Entry-level mentorship program Executives (~100) Middle Managers (~ ) Front Line and First Time Managers (~3,000-5,000)

NEW Research on Leadership Development Available for Free at