Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Sandy Allred
Description
"This webinar will address how to bring structure and discipline to leadership development when based around experiences. Sandy Allred, Talent Development, Kimberly-Clark and Chris Cappy, President, Pilot Consulting will co-present lessons learned from seven years of “Leaders Teaching Leaders (LTL),” K-Cs flagship global leadership development program. "
Learning Points
"Areas covered will include: LTL history and evolution Experiential education context and ‘must haves' Experiences architected into the nine month LTL journey How success is defined and measured"
Key Takeaways
- 1.Kimberly-Clark's "Leaders Teaching Leaders" (LTL) program provides a model for structured, experience-based leadership development.
- 2.The program is built on the principle of leaders teaching other leaders within the organization.
- 3.The LTL journey is a nine-month program composed of specifically architected experiences.
- 4.Effective experiential education for leaders requires certain contextual elements and ‘must-haves’ to succeed.
- 5.The LTL program has evolved over seven years, and its success is actively defined and measured.
Kimberly-Clark's "Leaders Teaching Leaders" Program
This webinar provides an in-depth look at Kimberly-Clark's flagship global leadership development program, "Leaders Teaching Leaders" (LTL). Presenters Sandy Allred of Kimberly-Clark and Chris Cappy of Pilot Consulting share lessons learned over seven years of developing and refining this initiative, which brings structure and discipline to experience-based leadership development.
Program History and Evolution
The presentation will explore the seven-year history of the LTL program, detailing how it has evolved to meet the changing needs of the organization and its leaders. It provides a case study in adapting a long-term talent development initiative.
The Experiential Education Model
A core focus of the webinar is the context of experiential education. The presenters will discuss the essential components and "must-haves" required to build an effective leadership program centered on learning through experience, rather than traditional classroom instruction.
The Nine-Month LTL Journey
The LTL program is a nine-month journey for participants. The session will detail the specific experiences that have been architected into this journey to cultivate leadership skills and capabilities. This structure provides a roadmap for organizations looking to implement similar long-form development programs.
Defining and Measuring Success
To prove its value, any development program must demonstrate its impact. The presenters will share how Kimberly-Clark defines and measures success for the LTL program, offering insights into tracking the ROI of experiential leadership development.
This session delves into the impactful concept of leaders teaching other leaders within an organization. It explores how leveraging internal expertise can create a powerful, self-sustaining ecosystem for leadership development, fostering continuous growth and skill enhancement across all levels. This approach remains critical for building agile, resilient teams capable of navigating complex business environments.
What you'll learn
- The benefits of internal knowledge transfer for leadership growth.
- Strategies for establishing a peer-to-peer learning culture within your organization.
- How to identify and empower internal subject matter experts to lead development initiatives.
- Methods for structuring effective mentorship and coaching relationships among leaders.
- Measuring the impact of leader-led development programs on organizational performance.
Who this webinar is for
- HR professionals and talent development specialists looking to enhance internal leadership programs.
- Executives and senior leaders interested in scalable development solutions.
- Managers and team leads aiming to cultivate a learning-oriented environment.
- Organizational development practitioners focused on fostering a culture of continuous improvement.
Why it matters now
In today's fast-evolving business landscape, traditional external training alone is often insufficient. Organizations must cultivate internal capabilities and leverage the rich experience residing within their own ranks. Leaders teaching leaders builds institutional knowledge, strengthens corporate culture, and provides cost-effective, highly relevant development opportunities. It also fosters a sense of shared purpose and collective responsibility for growth, which is essential for innovation and employee retention.
How leaders can apply this
Leaders can initiate peer-coaching circles, establish formal mentorship programs, or encourage informal knowledge-sharing forums. They can also create opportunities for high-potential individuals to shadow senior leaders or facilitate internal workshops led by experienced colleagues. For instance, Sandy Allred's insights would likely emphasize the importance of identifying specific skills gaps and then matching leaders with the expertise to fill those gaps. Start by identifying internal experts, defining clear learning objectives, and providing frameworks for effective teaching and feedback. Empower leaders to take ownership of both their own development and that of their peers, fostering a culture where collective growth is prioritized.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Sandy Allred'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 workplace culture 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 workplace culture.
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.