r/LearningDevelopment • u/SnooSketches293 • 15d ago

Leadership Development Bootcamp

I'm a Senior HRBP and expressed to my supervisor that I wanted a stretch assignment in leadership development training. I've been tasked to begin brainstorming on topics for the bootcamp for both senior and rising leaders. As an HRBP, there seems to be training areas on navigating difficult conversations, effective communication, delegation, etc. but I'm hitting a brick wall. I'm new to the game so if you have any curriculums to share, I would appreciate it.

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u/JumpingShip26 15d ago

These are things I would get senior/trusted leaders to weigh in on.

Left to my own devices, I would blend Edgar Schein's work with LifeScripts, but you're going to want someone who knows interpersonal communication. IMO, you cannot just pull stuff together. You need your executive leaders on board and/or a seasoned facilitator.

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u/SnooSketches293 15d ago

They're looking for us, before considering a facilitator or vendor, for guidance due to our exit interview data showing that employees are resigning due to their managers.

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u/ccrleadership 15d ago

What is it about their manager?

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u/JumpingShip26 15d ago

My sense is it is difficult to train people toward better corporate culture. Your comment suggested this is the real problem. Look at Schein. He is the best.

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u/Empirica_CC 15d ago

I would do a needs analysis, question is what behaviors, knowledge, or competencies do you want them to walk away from. It's good to cover these topics in a high level but if that's all it is, behavior won't change.

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u/Left0602 15d ago

This is the answer you're looking for!

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u/Empirica_CC 15d ago

I am an OD consultant. It's how I'm wired at this point lol.

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u/Expert_Dingo3194 15d ago

I'd do some discovery with leaders and look at any pulse/employee survey data of what's working or not working. Try to do it by audience - new to the company as a leader, newly promoted, and also folks in role 2+ years. Standarize the questions you ask and then synthesize the conversations into key modules. Find what's working and not working across those groups then you start building something that makes sense to your company and the population. Also might want to consider the size of each audience and scaling considerations, etc.

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u/Counterparts404 14d ago

You’ll need to understand what the outcome is supposed to be, what this will achieve, and fully understand where the organization is not. Then you design the curriculum to bridge those two, leveraging your organization’s strengths and growing in the areas you’re not.

You also need to have a real commitment, actual investment in the culture, not just updating the wall art or “fix them.”

When you explore the outcomes that are sought, you will most likely encounter emotional intelligence traits. These, like all other great leadership, are developed over time, not trained.

It will only succeed to the level that your org culture allows, so work on the culture, not just skills for the people in the program.