The Value of Pre-Work in Executive Leadership Development
A flexible yet structured approach is crucial for leadership development programs to adapt to a changing business environment while delivering reliable, high-quality results. This case study examines the pre-work model used for GE Capital's Executive Leadership Development Symposium (ELDS), which included a combination of interviews, personal surveys, and personalized outreach.
The core components of this effective design include pre-symposium work, a week-long symposium with personal coaches, post-program follow-up, and intensive topic-specific events focused on targeted development needs.
Comprehensive Pre-Work Components
Carefully constructed pre-work helps set the tone for a development program and signals that it will not be a typical experience. It also helps build excitement and ensures participants are well-prepared. The ELDS pre-work involved several key activities:
- 360-Degree Interviews: To facilitate a reflective process and set targets for individual development, interviews were conducted with each participant's boss, several peers, subordinates, and customers. This provided a multi-faceted perspective on business challenges and the leadership capabilities needed to address them.
- Personal Peak Performance Analysis: Participants engaged in a personal analysis of a peak performance experience. This required them to reflect on a specific event, identify who was involved, and pinpoint the actions that defined it as a peak moment.
- Survey Instruments: Participants completed three key surveys to gather data on their leadership style and impact.
- 360 Feedback Survey: This included a question asking others to describe the person at their peak performance.
- Myers-Briggs Type Indicator (MBTI): An instrument for understanding personality preferences.
- Leadership Impact (LI) Survey: A tool developed by Human Synergistics that correlates leader behavior with organizational culture and values.
- Personalized Outreach: Each participant received a personal call to explain the design principles and philosophy of the program. This ensured they understood what to expect and that the primary focus was on leadership.
Sample Personal Leadership Challenge Questions
To guide their self-reflection, participants were asked to consider and write down their responses to several questions about their personal leadership challenges ahead of the symposium.
- When you look at your career, what do you see as the critical decision points? How do you feel about the choices you’ve made over the years?
- What were your critical success factors?
- Describe a time when you were at your best as a leader.
- What was the situation?
- What were you doing that made this a defining moment?
- What do you value most from this experience?
- What characteristics of effective leadership did you demonstrate?
Key Lesson: The Foundation of a Successful Program
The individual calls proved invaluable, as participants arrived knowing what to expect and feeling respected as customers of the event. The entire pre-work process established a foundation of engagement and signaled the importance of the learning journey ahead.