1. Where next for Leadership Development? The future for IMPACT

2. IMPACT Talent Management Project Process Need for change – a development over 18 months Talent Management Research findings:  facilitated meetings  secondments or exchanges  external engagement  learning groups  study visits  personalised learning  Endorsement from CPD Principals Leading and Learning for change  Additional Sector consultation

3. IMPACT Talent Management Project Future Leaders Model Principals

4. IMPACT Talent Management Project Future Leaders Model Principals Boards

5. IMPACT Talent Management Project Future Leaders Model Principals Deputes (deputising tier) Boards

6. IMPACT Talent Management Project Future Leaders Model Principals Deputes (deputising tier) Executives and middle managers Boards

7. IMPACT Talent Management Project Future Leaders Model Outcome = A fully integrated sector leadership programme Principals Deputes (deputising tier) Executives and middle managers Boards

8. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings

9. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies

10. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies

11. IMPACT Talent Management Project CompetenciesSkillset Analytical skills Financial understanding Effective communication Negotiation Time management Adaptability Relationship – building Emotional intelligence Visioning Risk management Scenario planning Role of the Board Developing and managing the college culture Resilience Developing and managing resources Being solutions focussed Motivation Diplomacy

12. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities

13. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan

14. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders

15. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring

16. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring work shadowing

17. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring work shadowing use of case studies experiences size and shape of organisations skills and competences

18. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring work shadowing use of case studies experiences size and shape of organisations skills and competences informal networking

19. IMPACT Talent Management Project Developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring work shadowing use of case studies experiences size and shape of organisations skills and competences informal networking

20. IMPACT Talent Management Project Next steps General agreement from today Briefing paper to CPD Leading and Learning Principals for agreement Set up Steering group (Future Leaders Forum) – 1 year Endorsement from College Boards and Chairs Maintaining a momentum – Scotland’s Colleges + FLF group Funding proposal as part of Scotland’s Colleges developments Model and programme development - a systematic approach

21. Reminder: developing the programme for the Deputising Tier build on research findings core activities, future challenges, common themes and competencies horizon scanning, national and sector strategic priorities individual appraisal and learning plan input from public and private sectors leaders coaching and mentoring work shadowing use of case studies experiences size and shape of organisations skills and competences informal networking So…………. 1.Is there general agreement? 2.How should the programme be designed? Partnership? 3.What’s prioritised