Out of 1,300 submissions, my 2 conference proposals were selected to present at the SHRM25 national conference in San Diego this summer. The topics “Leadership Resources Management – A Case Study on Improving Leadership Utilization” and “Why Leadership Skills Are Not Enough” are described below.
The SHRM national conference is the world’s largest gathering of human resource professionals with 375 sessions and expected onsite and online attendance of 26,000 people. It will take place in San Diego, June 29th to July 2th. Learn more about the conference at: https://annual.shrm.org/. (View my session dates and times)
Leadership Resources Management – A Case Study on Improving Leadership Utilization
Leadership is an organization’s most valuable resource. A great leader can impact an organization far more than any other resource. Leadership resources management (LRM) is a data-informed approach to strategically manage an organization’s leadership resources. It helps identify gaps in an individual leader’s practice of leadership, as well gaps in the perception of their leadership by their team.
LRM replaces subjective interviews, relationship-based promotions and selections with a quantifiable, repeatable and unbiased leadership management strategy. When properly utilized, it helps the organization assign or promote the right person with the right leadership qualities to the right position at the right time.
Through a case study, we will explore why a hospital system implemented LRM for the leadership team of their 5,000-person nursing unit, reveal the challenges faced in the implementation process and explore the findings the Chief Nursing Officer discovered in the results.
Why Leadership Skills Are Not Enough!
People spend the bulk of their careers acquiring various “leadership skills”. Unfortunately, acquiring those “skills” alone will usually not help them become a better leader. This ‘checking the boxes’ approach to leadership improvement only provides temporary success, if any, as people become complacent once they’ve achieved them, instead of working to optimize them. For ongoing, long-term improvement, leaders need a continuously improving leadership process to help them achieve their career goals.
This focus on short-term knowledge versus long-term process-driven improvement contributes to organizations realizing less than 10% in concrete results from of their annual outlay for corporate training and development.
In this session, attendees will learn how applying the leadership development process taught in the leading academic organizational leadership programs will help them become a better leader thus realizing continuous improvement in their daily leadership practice.
I hope you or your representative will be able to attend one or both of my sessions.
J. Bryan Bennett
CEO & Chief Leadership Innovation Officer
Elite Leadership Academy, LLC.
