Developing Future Leaders with Kelli Dragovich

As AI enters the scene, the HR and leadership development atmosphere is changing. There’s only one question in the minds of people who are entrusted with developing the next generation of leaders – how should we prepare? In this podcast conversation, Ashish joins Kelli Dragovich, a 4x CHRO, to talk about:

• Kelli’s professional journey, narrowing down on how did her early career experiences in HR shape her approach to leadership and management?
• How have leadership development programs changed over the past 20 years, and what are the most effective strategies for developing leaders today?
• How can HR leaders demonstrate the return on investment (ROI) of their initiatives, and what should they prioritize in the coming years?

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Meet the Speaker!

Notes on Developing Future Leaders from Kelli

• Saying yes to diverse opportunities early in one’s career is beneficial for learning and visibility. It allows one to discover strengths and interests and to be seen as a go-to person, Kelli shares form her personal experience.
• Effective management is about bringing the team along, not just individual execution. First-time managers often make the mistake of managing others the way they manage themselves. Instead, managers should focus on connecting with each team member individually and helping them grow.
• Traditional classroom-style leadership development programs have limitations, and modern programs should offer a menu of learning options to accommodate diverse learning styles. Programs should be built with the participants in mind as if they are the customers, and their input should be considered.
• Leadership development should be tied to specific business goals and needs of the organization. HR leaders need to define what leadership development means for their organization and what specific changes will be made to leaders.
• When it comes to developing future leaders, older leaders teaching leaders is a valuable approach to leadership development, especially when resources are limited. This approach can foster engagement and facilitate scaling.

What’s in the future of HR as per Kelli?

• AI can be a useful tool to scale learning programs in HR, particularly in areas such as coaching simulations. AI can assist in making HR more of a facilitator and mastermind role than a hands-on delivery role.
• HR leaders should focus on being business partners, demonstrating the ROI of initiatives and linking them to top-line and bottom-line results, especially in conversations relevant to developing future leaders for your organization. This will involve having a point of view on the organization’s goals and what needs to happen to achieve them. In sum, Kelli suggests that HR teams should avoid “filling everyone’s cup” with unnecessary programs.

Meet the Host!