SkillSoft Leadership

skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadershiip fundamentals, business acumen and communication skills development. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Ken Blanchard Companies 2011 Corporate Issues Survay "Barsh Talent Management Factbook, 2000 *Bersin Leadership Dowelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009 skillsoft Leadership Executive Level Managers At all LEVELS • Need to develop higher level leadership skills such as motivation, strategy and creating a culture of innovation. • Peer to peer collaboration and idea sharing are important for today's executives - video and social media channels address this audience's unique needs. Mid Level Managers First Time or Front Line Managers • Highly focused development plans and executive coaching • Need blended learning supported by authoritative content and performance support resources. • Learning resources need to be targeted to their role of managing other managers and balanced with opportunities to learn new skills. • Need leadership fundamentals, business acumen and communication skills development. • Need to provide hands-on direction, mentoring and assigned training opportunities for their direct reports. • Must include job rotation/stretch assignments to allow for growth with assigned mentor. • Feedback and mentoring are critical learning components for leaders at this level of their career. • Require engaging, self paced, technology based learning solutions covering their wide range of needs. ALL LEVELS I AT • Learning at the moment and time of need is critical for this multi tasking audience. 62% LEADERSHIP бх LOWER TURNOVER RATE AMONG HIGH PERFORMING EMPLOYEES WHEN COMPANIES HAVE STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMS IN PLACE MORE TIME & MONEY SPENT TO DEVELOP AN EXECUTIVE THAN TO DEVELOP A FIRST-LINE MANAGER Only 38% OF ORGANIZATIONS BELIEVE THAT THEY ARE EFFECTIVE OR VERY EFFECTIVE AT DEVELOPING FUTURE LEADERS *Kan Blanchard Comparies 2011 Corporata Issues Survay *Bersh Talent Management Factbook, 2000 *Bersin Leadership Dovelopment Factbook, 2009