Presenter
Greg Zlevor
We will talk about the key points to starting a program, the simple ideas that have been used to make the program successful, and how success is being maintained years beyond graduation. You will pick up some very practical insights and concepts to either begin or enhance a change management or leadership development program.
Key Takeaways
- 1.Action learning is a dual-purpose methodology for developing leaders and driving organizational change.
- 2.It is highly effective for facilitating change initiatives within complex organizations.
- 3.The process develops leadership skills through practical, real-world problem-solving.
- 4.The Johnson & Johnson global program provides a 4-year case study on designing and evolving action learning.
- 5.Effective action learning requires leaders to sponsor teams, provide resources, and allow autonomy.
- 6.It offers a powerful alternative to traditional training for navigating complex business challenges.
The Dual Power of Action Learning
In today's dynamic business environment, organizations require leaders who can navigate complexity and drive meaningful change. Action learning emerges as a powerful methodology that addresses both leadership development and change management simultaneously. By immersing participants in real-world challenges, this approach builds resilient, adaptable leadership teams capable of executing strategy and fostering continuous innovation.
This session, presented by Greg Zlevor, explores the core principles of action learning and its practical application in a corporate setting.
Key Principles and Benefits
Action learning is more than just a training program; it is a strategic process with two primary outcomes:
- Leadership Development: It hones critical leadership competencies by moving beyond theory. Participants develop practical skills by grappling with tangible business problems, collaborating with a diverse team, and taking ownership of outcomes.
- Change Management: The methodology is exceptionally effective at driving organizational change. By focusing on pressing, real-world issues, action learning teams generate practical solutions and strategies that have immediate relevance and application.
A Case Study in Innovation: Johnson & Johnson
The webinar provides a detailed look into the innovative global action learning program at Johnson & Johnson. Drawing from over four years of experience, Greg Zlevor shares key lessons learned from the design, implementation, and evolution of this large-scale initiative. The case study serves as a blueprint for organizations looking to design and scale their own impactful programs.
How Leaders Can Apply Action Learning
Leaders can directly apply the principles of action learning by:
- Identifying Strategic Challenges: Select pressing organizational problems or opportunities that require cross-functional solutions.
- Forming Diverse Teams: Assemble teams with a variety of skills, perspectives, and experiences to tackle the selected challenge.
- Sponsoring the Initiative: Act as a sponsor by providing the team with necessary resources, strategic guidance, and support, while granting them the autonomy to explore, experiment, and develop their own solutions.
This approach not only yields innovative solutions for the organization but also cultivates a pipeline of leaders equipped with the problem-solving and collaborative skills essential for future success.
This session delves into the power of action learning as a dual-purpose tool for both fostering leadership growth and driving organizational change. It examines the core principles that make action learning a highly effective methodology, drawing insights from real-world application.
What you'll learn
- Understanding Action Learning: Grasp the fundamental concepts and mechanisms that define action learning as a development approach.
- Effectiveness as a Change Driver: Discover why action learning excels at facilitating change management initiatives within complex organizations.
- Leadership Development Benefits: Learn how this process hones critical leadership skills through practical problem-solving.
- Case Study: Johnson & Johnson: Explore an innovative global program, understanding its design, evolution, and lessons learned over four years.
- Program Design Insights: Gain practical insights into structuring and implementing successful action learning programs.
Who this webinar is for
- HR professionals focused on talent management and organizational development.
- Leaders seeking effective methods for developing their teams and driving change.
- Training and development specialists interested in innovative learning methodologies.
- Individuals involved in designing or overseeing corporate learning initiatives.
- Anyone interested in the practical application of leadership theories.
Why it matters now
In today's dynamic business environment, traditional training often falls short of equipping leaders with the skills needed to navigate complex challenges. Action learning offers a powerful alternative by immersing participants in real-world problems, fostering an environment where practical solutions are developed alongside critical leadership competencies. This approach is crucial for building resilient, adaptable leadership teams capable of continuous innovation and effective change execution.
How leaders can apply this
Leaders can leverage action learning by initiating projects that address pressing organizational challenges, forming diverse teams to tackle them. They should act as sponsors, providing resources and strategic guidance while allowing teams autonomy in problem-solving. This process not only develops the participants' leadership and problem-solving skills but also yields tangible solutions for the organization. Presenter Greg Zlevor's insights into the Johnson & Johnson program offer a blueprint for designing and scaling such initiatives, emphasizing continuous evolution and adaptation.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Greg Zlevor's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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