Learning & Development

LEADERSHIPIntelligence Learning Model
A Concentric Leadership Model for Applied Learning and Career Succession

Purpose & Mission: Identifying and embracing the Organization’s Purpose and the Organization’s Mission is critical to organizational success and effectiveness. Organizational Purpose is simply what the Organization was created to do and to generate the desired outcomes. Organizational Mission is simply the strategic and tactical game plan put into place in order to successfully achieve the Organizational Purpose. Purpose and Mission is a critical part of developing an organizational culture that is clear and compelling and accepted by the stakeholders, all employees, customers/clients, and the community. Having a clear Organizational Purpose and Mission allows each employee to align with their personal purpose, personal mission, and core values, driven by their intrinsic and extrinsic motivators to engage and perform at their very best. This synergistic purpose and mission allows each employee to feel that they belong, are valued, and are able to contribute to works that matter.

Core Values: Organizational Core Values are at the heart of what holds the corporation and employees together and helps employees focus on their relationship and performance goals. Employees often become highly engaged when they find alignment between their personal core values and the Organization’s Core Values. Common Core Values such as Honesty, Trust, Respect, Integrity, Relational, Teamwork, and Love are adopted. Yes, even Love in the workplace.

Learning: In a continuous learning organization people feel as if they are doing something that matters and they are able to grow in the job. The organization realizes that the whole is greater than the individual parts. Collaboration is encouraged. The culture is one where people feel free (and are often encouraged) to take risks and experiment and there is mutual respect and recognition. Developing and acquiring the capabilities (skills, abilities, expertise) and executing a clearly defined strategy is what separates the winners and losers. It takes both; there are companies that have the capabilities but are missing the strategy.

Engagement: Workplace Engagement is critical to organizational effectiveness, efficiency, and profitability. The working population is North America is divided into three categories: Engaged (30% productive and loyal), Not Engaged (52% just putting in time), and Actively Disengaged (18% unhappy and spreading discontent). Creating a culture and environment that brings value to the employee in the form of Purpose, Mission, Core Values, Learning, Teamwork, Contribution, Appreciation, Growth, Development, and Opportunity gives any organization a competitive advantage, in addition to making the ranks of “Best Place to Work”.

Behavior: Utilizing workplace personality assessment such as Myers Briggs MBTI, DISC, Emotional Intelligence EQ-i and EQI360, Hogan, Birkman, Gallup, etc., are used to identify our own behavior and personality preferences such leadership styles, decision making, processing information, and our interpersonal styles in a workplace setting. We also learn our strengths, gaps blind spots that help us better understand other individuals, teams, group & organization type. We learn to appreciate differences and develop emotional intelligence buoyance and agility to engage and perform in most workplace environments.

Teamwork: Teamwork is achieved when employees become aligned and focused on a shared purpose and mission where individuals prosper as team objectives are achieved in collaboration. Organizations must support the individual, and encourage Teamwork that promotes and rewards individual contribution and creativity, while recognizing that they are each part of a team and the team can achieve much more working together to accomplish the organizational goals.

Appreciation: Showing frequent and authentic Appreciation and Recognition are vital to the employees engagement and performance. Embracing the frameworks such as “The 5 Languages of Appreciation” or OC Tanner is learning modality with rewarding application (example from the 5 Languages of Appreciation).

  • Words of Affirmation – uses words to affirm people
  • Acts of Service – actions speak louder than words
  • Receiving Gifts – people like things to feel appreciated
  • Quality Time – giving someone undivided attention
  • Physical Touch – appropriate touch (high 5, fist bump, pats on the back)

Application: Application to the learning and training model is critical for the employee to refresh and/or learn new content, new knowledge and new skills that are actually practiced in the training phase and applied immediate in the workplace environment. Applied learning in an intentional practice that is ongoing, calibrated, and measured by the employee, peers, and leadership. Every training module (soft or hard skills) will have applied learning experience in the areas of interpersonal skills, leadership, coaching, communication, and teamwork.

Metrics: It is difficult to improve something or someone if it is not measured against a relevant benchmark. The learning framework utilizes assessment, surveys, employee feedback, individual performance ratings, tests, and other workplace and academic tools for measurement and calibration. This helps ensure that learning programs (ILT, elearning, external, etc.) as well as the Learner is being measured and calibrated for optimal performance. Other measures such as turnover, organic growth, employee engagement survey, and high potential growth are used all measured against external acquisitions for replacement.

I invite you to reach out to IfPE today to learn more how we can best serve you and your Talent Management, Leadership, Training, or Organizational Development needs.

Please reach out to us via our contact page. In the note box, share a little about what it is that you desire. We will reach out to you to set up a free phone consultation appointment.