Your destination to learn how to align ExecOnline to your organization’s learning initiatives
Structured Development Programs
Many clients use ExecOnline programs to increase the impact and appeal of their structured leadership development programs. Structured programs are formal programs, with a defined structure, for specific leadership populations such high-potential staff or new-to-role leaders. Our certificate programs are often used to create a differentiated, signature experience for participants.
A few examples of how clients use ExecOnline programs include:
- Capstone experience for participants in program
- Launch experience to kick off cohorts and projects
- Post-program continuing development for past participants and graduates
Common structured programs include:
- High-potential programs
- Succession management programs
- New leader programs
Read this article from CEB co-authored by our Chief Enterprise Product Officer on how to get more value out HIPO Programs
A growing number of our clients use tuition reimbursement programs to fund and administer ExecOnline programs. Our certificate programs fall within federal withholding guidelines in United States for tuition reimbursement. Clients who use tuition reimbursement cite the a few different benefits:
- Increases reach of development programs
- Leverages existing budget and administrative processes
- More strategic use of tuition reimbursement funds
- Strengthens employment value proposition for leaders by highlighting unique development opportunity.
ExecOnline programs are often used to address broader leadership needs that are not met through structured programs.
There are two main approaches clients use to map our programs to the development needs of leaders:
- Strategy alignment: Clients identify critical strategic priorities of the business and select ExecOnline programs that advance those objectives.
- Competency alignment: Clients identify skills gaps across the leadership population and select ExecOnline programs to close those gaps.
The two main approaches that clients use for participant selection are:
- Open enrollment: allow qualifying leaders to self-select into programs.
- This type of “pull” approach is well-suited for organizations where there is a strong learning culture and/or a culture of having leaders “own” their development.
- Nomination: HR and business leaders nominate participants based on talent reviews and succession planning.
- This “push” approach is well-suited for organizations where leaders need more guidance and/or there is a need to target learning opportunities more selectively.
Business Leader Initiative
Business leaders often come to our HR clients with development requests related to business initiatives. HR leaders tell us it’s challenging to keep up with the changing needs and expectations of business leaders. ExecOnline programs are often used to help fill unmet business leader needs quickly.
ExecOnline programs have a few characteristics that make them particularly attractive to business leaders:
- Focus on impact and measurable results (executives work on real projects)
- Alignment around a common objective, language and set of frameworks
- Certificate from elite school creates an incentive for staff to align and take action
- “Safe space” to incubate projects
A few examples of business leaders initiatives include: