Chief Learning Officer - August 2008 - (Page 23)

The process of leadership development also must include periods of evolution, or learning, punctuated by periods of revolution, or discovery. Accelerating development boils down to helping individuals arrive at those “Eureka!” moments of realization and understanding that revolutionary growth results in signiﬁcant strides in development. Hands-on, experiential training is more engaging and generally more effective for adult learners than classroom-based learning. By performing the actions of the role, candidates often have epiphanies with lasting effect. Solving a real-world problem or task through action learning allows the individual to immediately reﬂect on the experience and draw lessons from it. The organization also beneﬁts when the employee is solving a real-world problem of signiﬁcance. Factor 5: Continuous and intensive performance feedback. Sustained results require that employees be evaluated regularly and their immersion learning be reinforced with honest and constructive feedback. In traditional leadership development, there is a feedback loop between action and learning from that action. In accelerated leadership development, that loop is condensed, and feedback on multiple projects or work streams is increased. High-potential employees continually are evaluated and critiqued by varied sources, mentors and coaches on many aspects of their work. However, frequent feedback and correction can be difﬁcult to receive, especially for younger employees who may not have the experience to absorb criticism constructively and keep negative feedback in perspective of overall performance. In these cases, extra care needs to be taken to ensure feedback is delivered in sensitive ways. Likewise, it needs to be made clear to employees that the intensity of feedback is because they have been identiﬁed as strong candidates, not because they are failing. Organizations should elevate the concept of direct feedback in importance — maybe even integrating it into their core values for real performance power. FINANCIAL TRAINING FROM THE PEOPLE WHO KNOW FINANCE PROFESSIONALS As the national membership organization for Certiﬁed Public Accountants, the AICPA knows ﬁnance professionals. If you are looking for cost-effective, quality training for your professional staff, AICPA LEARNING offers a wide variety of on-site training, including auditing, tax, leadership, internal control, ethics and more. BENEFITS OF AICPA LEARNING ON-SITE TRAINING: No lost travel time or expenses for staff Focused presentation for your company Conﬁdential learning environment Flexible pricing options Discounts on large group seminars Employee/instructor interaction Convenient schedules Reinforced learning with workbooks and follow-up reading Experience and expertise of the AICPA With more than 200 COURSES to choose from — ranging from 4 hours to 3 days, accounting to Yellow Book — you are sure to ﬁnd the training program that is right for you. For a complete list of available courses, visit www.aicpalearning.org or call 1-800-634-6780, Option 1 for more information. ISO Certiﬁed http://www.aicpalearning.org http://www.aicpalearning.org

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Chief Learning Officer - August 2008 Editor's Letter Contents Connections Business Impact Trends Best Practices Effectiveness High-Octane Leadership Development Leadership and Personality CLO Profile Discussion Groups: Harvesting Value from Real-World Experiences Kimpton 2.0: Discussion on the Web Learning Olympics: Development Through Competition Bypassing the Obstacles to Change Listen Up: A How-To-Guide for Podcasting University of Toyota: A Success Story in Podcast Implementation What Stinks About Webinars? Webinars for Learning Professionals Case Study Business Intelligence Advertisers' Index Editorial Resources In Conclusion

Chief Learning Officer - August 2008

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