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Providing adequate opportunities for skill-building in youth ensures a brighter future for everyone.
Great leaders are able to work within a group setting to achieve shared goals using effective communication and teamwork. Equip the group with the map, the scavenger hunt list, a camera and a cell phone for emergencies. Working as a group to achieve a goal and help others can be a rewarding experience not only for the group as a whole but for the individuals involved as well. Select up to three projects most of the group feels passionate about and believes can be done. Once each participant has a specific job or role, they can individually complete their task. A community service project gives the team a shared goal and requires everyone to take initiative and contribute to the cause. Starting a club for like-minded youth in your community gives kids a place to develop skills with others interested in the same topic. Asking each group member to teach the rest of the group a particular skill gives everyone the chance to feel what it's like to be a leader and a follower. The young person teaching the lesson will practice public speaking skills, planning and organization and self-confidence. The ability to recognize one's talents, strengths and weaknesses is an integral skill for leaders.
Gather a variety of quotes about leadership and qualities of a good leader from successful world leaders. Encourage group discussion about how to develop the qualities and characteristics chosen by each student. Part of being a good leader is understanding how your personal life and public life intertwine. Each student will decorate one shoebox with pictures and words that describe his interests, values and abilities.
Youth should decorate the outside of the shoebox with information they feel comfortable sharing publicly. Give students time to cut out images and write words, filling all blank space inside and outside the box.
Once finished, students may cover their shoebox with a lid to keep private information private.
After everyone has completed a box, students can take turns sharing their public persona with the group. Ask the group to discuss the information shared and whether they all agree it is acceptable to share in public.
Each student should be provided with a receptacle of some sort - a bucket, basket, or gift bag. Each time you meet, youth will be asked to write one compliment about each person in the group.
Youth can then read the compliments on their time while waiting for the group to start or at the end of a meeting. The goal of a shared calendar is to create one calendar that houses all the information about when different things will happen for the group. This document contains ideas regarding how to secure funding to support The Leader in Me implementation process. This document outlines the success of one community’s initiative to fund The Leader in Me implementation process across two districts. London UK, 25 May 2016: New independent research from Towards Maturity, supported by Kallidus, reveals that the retail sector may be wedded to formal learning and has yet to explore the benefits of social and informal learning despite its growing commitment to investing in learning technologies and building its internal learning team. What can today's learning leaders teach us about using evidence to support performance and capability? Louise Pasterfield from Sponge UK explores Towards Maturity data to uncover practical ideas that could inspire change in your organisation.Induction matters.
Mindset, behaviour, values and the ability to reflect, change and grow are all valuable characteristics - but are they being nurtured?While it's easy to slip on the rose-tinted glasses when looking at the challenges of business 20 years ago, it's fair to say that the landscape has significantly shifted in the last couple of decades. Leadership encompasses a wide variety of personality traits and skills that can be encouraged in every young person. When planning youth leadership training, take care to incorporate as many different activities and experiences as possible.
You can create a scavenger hunt in your town that incorporates local landmarks and history or everyday objects and locations. In addition, they will learn effective communication skills as they attempt to find items as a group. Ask each group to create a small presentation about why their project is needed in the community and how it can be carried out. Clubs can be specifically geared toward leadership training or center on particular interests like 4-H, Girl Scouts, or community service. By tapping into these unique skill sets you can help students gain better self-awareness and more confidence. Those acting as students in the lesson will learn to respect others, practice active listening skills and find ways to offer appropriate feedback.
One way for youth to evaluate their leadership qualities is to use famous quotes about leaders.
The group discussions will help students gain an understanding of how people perceive themselves in relation to how others perceive them. Politicians, celebrities and humanitarians alike strive for a balance between what the world knows about them and what information is kept private. You can include practice schedules, regular meetings, deadlines, holidays and community events. For example, one person might be in charge of gathering the community calendar from your town while another works out the timeline for a group project. Requesting the help of successful leaders in your community gives youth real-world examples of what leadership looks like.
Providing varied experiences and shaping leadership qualities in young people will help prepare them for adulthood. However, they provide a great opportunity for constructive reflection.Everyone loves winning awards. Organisations are becoming more team-based, with flatter and less hierarchical structures that see five generations working together - often dotted across different locations, using technology to connect and work.
In the spirit of teamwork, require the whole group to take a team selfie when they find each item on the list. By requiring the group to stay together, the team will have to agree on which items to find first as well as encourage any members who are having trouble keeping up.


Adults should monitor progress and encourage ideas while leaving actual decisions and problem solving to the group. The main goal of a club is to bring youth together in a comfortable environment where they can plan for and achieve goals. This activity gives youth a chance to see what information in their life can be shared with the world and what should be kept sacred. This activity gives the entire group practice on complimenting others, accepting compliments from others, finding strengths in everyone on the team and quality versus quantity. Taking a moment to reflect on the day's events and their impact on you brings positivity to every day.
Organisations with effective induction are more likely to retain their new recruits for longer. The process also enables learning professionals to reflect on five key issues that impact on designing and delivering a modernised learning strategy. We hope that our contribution will help shape an environment where real-world research informs organisational improvement.
Although your ideas may be compelling, it's not easy to execute a plan without support, co-operation and collaboration from peers, stakeholders and business leaders.
The goal here is to make a difference in your community and learn how rewarding it is to work together.
All club members will regularly use organization, networking and communication skills making this the ideal ongoing youth leadership training ground.
Community leaders can give lectures to the group, offer job-shadowing and internship opportunities, or be paired with an individuals for one-on-one mentorship. Entering awards can be a daunting and time-consuming process - an additional task on top of everyday work.
They get new employees up to speed quicker and help them reach their performance goals earlier.In its 2014 report about on onboarding, Aberdeen Group found that 68% of companies had no formal process in place.
At least one week before his class, allow each student to submit a supply list that adheres to the budget. They not only need to meet fundamental business targets, but must be dynamic problem solvers who know how to roll with (constant) change.Leadership and management skills really matter - and this includes mindsets, behaviours, values and the ability to reflect, change and grow.
It provides L&D teams with the perfect chance to step back and think about what has led to current organisational successes, before sharing those stories and successes.There is nothing more satisfying at work than thinking over your recent activities and realising that there is a lot to be proud of!
We'll be digging into Towards Maturity's data to see what it tell us about changes in onboarding practice, as well as picking out some practical ideas that could inspire change in your own organisation.
Seek, support and develop leaders right and you'll have more engaged, productive, and profitable businesses. Top performing L&D teams are 3-5 times more likely to be delivering improved productivity and agility today and have much to teach us.
I have had the pleasure of working with them and their customers for a number of years and have seen first hand their commitment to identifying and sharing great practices that really work. Only 13% of retailers are investing in blended learning while the average across all sectors is double that figure (26%), with top learning companies nearly three times more likely to be using blends than retail companies (35%).
So it's no wonder that companies spent nearly $31 billion on leadership programs last year. It provides contemporary measures that focus on performance improvement and great tactics that help L&D teams become more responsive to the changing needs of business.
This research highlights the fact that L&D teams must develop new mind-sets and skills, quickly. This may be due to a lack of required skills and knowledge, as the research indicates over half lack the confidence in incorporating new media in learning design and only 4% believe their L&D teams have the skills for facilitating collaboration. Benchmarking can help you get started on your way to winning and help you clarify what's been successful - here are 6 perfectly valid reasons to use it.How benchmarking can helpWe are not promising that benchmarking will definitely lead to trophies in the cabinet. It leverages the data of its in-depth Benchmark Study, the largest learning technology benchmark in Europe. What is more 71% do not believe that their own staff lack skills to manage their own learning. Secondly, the scale of the work ahead, as 95% of respondents want to improve induction with only 39% meeting that goal. Also, just 23% agree that their L&D teams have the skills to use technology for business advantage.
These are tried and tested approaches that we've used in partnership with our clients to produce effective and award-winning learning interventions that deliver impactful change.1. With such a big gap between aspiration and performance, the induction challenge seems daunting but there is evidence that learning innovation is turning the tide. Here are six compelling reasons why benchmarking can help turn the possibility of being an award winner into a reality:1.
These aren't the only source of future leaders, of course, as many other potentials are already in-house, out there to be recruited or returning to work after having children.
The Towards Maturity benchmarking process gets organisations, and L&D in particular, thinking on the right track.
Incredibly, ‘Top Deckers' are 50 times more likely than the lowest performers to improve talent strategies to keep their best people. However, the world of work is changing and organisations are increasingly looking for more modern approaches to learning that support the fast-moving world of work and the needs of an increasingly digital workforce.
The vast majority we talked with were frustrated by the lack of transfer back to the job after managers had participated in training.
It’s a great place to start, if you want to establish a strong foundation for change.
Work with the subject matter expert or the business customer to identify the main objective of the programme.
Our research with employees in this sector shows that staff are more able to learn for themselves than L&D give them credit for. Using real life ideas can help inspire new approaches that will make a difference in your own situation. This will not only help you design the programme, but will also help you measure its effectiveness. It's very easy in today's busy world to not make time for reflection, yet reflection is critical to success. Inspiration by example We've identified four techniques used by organisations in their induction programmes that relate to the tactics of the top performing organisations highlight in the Towards Maturity Industry Benchmark Report. First, it seems there's a lack of measures put in place for management and leadership training. The purpose of the Show is to inform and inspire L&D professionals to improve not just their personal performance but that of their organisation. They are three times more likely to use benchmarking as a performance improvement tool - benchmarking against the tactics that improve performance.


By benchmarking you enable yourself to reflect, take stock and focus on the activities that really make a difference.2. While every organisation is different, examples of good practice and innovation in other companies can offer inspiration for change.
Secondly, it seems that the learning strategy many apply to management and leadership training is often out of sync with the audience's needs.
By reflecting on and analysing organisational performance, activities and practices, L&D can identify organisational strengths and areas of high performance. The leading sports retailer has been providing online onboarding since 2013 with more than 25,000 employees, across the 19 countries going through the programme.
Data from Towards Maturity reveals that 83% of new starters like to learn at their own pace, with 44% using their own mobile to learn.With this in mind, Sports Direct used the Adapt multi-device responsive elearning framework for its online content.
Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Just as importantly, benchmarking identifies weaknesses and those areas of low performance.
It means employees can access the elearning on a smartphone or tablet, giving them maximum flexibility.
You can read more about Sports Direct's approach to induction in Inside Learning Technologies & Skills magazine. Only 39% offer mobile content, and 30% have no plans to implement social media for leadership development. It's no wonder then, that there is a lack of transfer from learning to doing, if the learning doesn't fit in with everyday lives and habits in the first place and isn't focused on supporting performance there and then.
Towards Maturity data reveals that 87% of Top Deck organisations agree that top managers are involved in promoting learning, compared with an average of 37%.UK infrastructure company, Story Contracting features a video message from the company owner and Chief Executive, Fred Story in its new online induction.
This isn't to say there aren't some great examples of modern, blended, performance-focused leadership development - there are some cited in Towards Maturity's paper.
The not for profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. Pinpointing strengths and weaknesses enables L&D and business leaders to really hone in on performance. What can we learn from these?How leadership solutions can #makeithappenIt's time to close the gaps and deliver the type of learning solutions that will engage and really help leaders. Reinvent the InterventionIn the ‘Aim for Action' step you established a reason for implementing your learning programme. To really help them, we need to offer easy to find performance support that is genuinely useful and relevant to leaders and managers' points of need. Benchmarking does what it says: it provides organisations with a benchmark to measure themselves against others. New staff and partners joining Specsavers are able to earn a virtual coin by completing the company's new induction course. You can use it to see how you are performing on various aspects of organisational practice compared to others. The business then makes a real cash donation to the charity chosen by employees in proportion to the number of virtual coins earned.You can read more about the Specsavers' approach here. But we also need to help develop those deeper skills and behaviours in ways that fit with leader's (crazy) lifestyles. Since 2003, over 4,500 organisations and 23,000 learners have contributed to Towards Maturity's leading benchmarks. For example, have you properly embraced mobile learning and are reaping the kinds of benefits that some organisations are enjoying?
As a baseline, that means moving away from solely ‘event' based learning - three-day workshops or long online courses - and embracing more resource or micro-learning approaches that provide short challenges and tasks as nuggets that help build skills and insights over time. What are the top performing companies in the Towards Maturity benchmark doing in terms of mobile learning? An average of 48% of Benchmark respondents reported that elearning not being tailored sufficiently was a barrier to success. We would say that providing simulations, interactive videos and meaningful games can make smart use of a leaders' precious time, and build the competence and confidence leadership roles require - so ROI for L&D too. It can be really useful to know what characteristics top performing companies have in common and what is driving their success.5. United Biscuits (UB), the company behind household names such as McVitie's, Jaffa Cakes and Penguin, wanted to make sure its induction programme was relevant to both new starters and any existing employees who might access the training.
UB used video of real employees talking about their jobs to add relevance and authenticity to the content.You can read more about the experience at United Biscuits in HR Grapevine magazine. Supporting or providing social spaces for informal learning and sharing is key too - the how will depend on who your audience is and how they currently work together.Measurement comes into play here as you have managers, teams, and peers providing tailored feedback about performance and application. This report gives clear, insightful indicators about your strategy's current strengths and how that compares to your peers. But leadership and management development is often holistic, and ongoing - like a journey rather than a series of interventions. The aim is to help L&D professionals focus on one area of action that will help them deliver impact.
To track what tools, learning, and performance support is used by an individual is a bit of a red-herring - especially if you're genuinely offering it up to help them in anyway that works for them.
And, if improving induction is your focus, there are more ideas in Sponge UK's Rough Guide to Induction. There has to be some bigger, business goals to be measured, alongside the individuals' performance or growth targets, and it might take a little while for the data to come in for these. Louise PasterfieldManaging Director, Sponge UK Louise has more than 20 years' experience in learning and design and is passionate about making elearning absorbing so staff can apply what they have learned immediately into the workplace.Her interest is in how best to harness technology so people can learn, grow and make a difference to their organisations. In terms of those millennials as future leaders - don't leave it too late before you start developing them.
In Deloitte's report on this generation, Not only is this generation notoriously flighty and ready to up and leave within two years, but 70% of those ready to jump ship cite lack of leadership training as the reason why. Just think about how that Personalised Benchmark Report will help you deliver better results.Unsure if you are ready?Benchmarking will help you make up your mind if you should enter an award this year or wait until next year when you have had a chance to build further on current successes.
So to attract and retain talent, and build leaders of tomorrow, open up those digital, multi-device resources -  simulations, diagnostics, videos, podcasts, tools and more to anyone who's interested.



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