Making Leadership Development Actionable

Transcription – Making Leadership Development Actionable 

Randy: “Think that as you look at what’s out there it’s those folks that really make it actionable in peoples in people’s lives those are the folks that are doing well.”

“Hi Welcome to leadership activation and I am thrilled today to be able to welcome my guest my friend and the founder of Serbian partners Mr. Randy Hane – Hi Randy good to have you.”

Randy: “Thanks a lot Terry Appreciate it. “

Yeah I am glad this worked out for us to be together today and share a few minutes, hey one of the things that we are trying to do through this podcast is to be able to shine the light on both people as well as organisations who are just doing a jam up job on leader development and just learn some of the best practises, and ideas and principles for all of us who are so committed to this particular field.

I know you have been in that for a long time but before we get into that please give us a little bit of background on Serbian and what you’re doing with Serbian and who you all are working with?

Randy: “Yeah I started a company called Serbian partners about 6 years ago and I really was in that fortunate place where I could take my at the time my 25-year career in operations leadership and I ran a company and I was the head of people for Waffle house for four years.

 I took all those experiences and I was able to really to turn it into something that I love which is executive coaching leadership development, onboarding coaching for senior leaders and something quite unique that nobody else really focuses on which is business relationship coaching and consulting so I combined all that together and that became Serbian partners and haven’t worked a day since because I love what I do. “

 I love how you say that and I can vouch for the fact that you love what you do because you are always smiling and happy about it!

Randy: “Well that is caffeine but thank you. “

It works well too! Hey Randy I am really curious because you have been involved in leadership development  for so long, when you had been involved in putting a problem together for an organization or consulting with an organization – what are some of the key elements to a really dynamic, and one that has real impact leader development kind of program?

Randy: “You know there are a couple of elements you know in terms of just coming at it from the content perspective it has to be interactive, it has to be something that keeps your audience fully engaged.

You know things that involve a lot of exercises or you know maybe some well-structured games – things that really keep the audience very in touch with the 

content where they can feel like ok I learned it but also at the end of it I can now go apply it so I think kind of from the teaching perspective that’s really critical but I think if you look more globally you have to be able to accommodate virtual audiences, you have to be able to do something that’s not just classroom driven but you know if you’ve got a large employee population in 50 countries you’ve got to be able to give all of them the same quality product.”


Randy: “So I think you know from the content it’s got to be interactive and from the other side it has to be something that’s truly virtual global and effective.”


“Yeah awesome and I mean I know you work with a lot of organizations, great organization – I’m just so curious to know if there are maybe 1,2 or 3 that come to mind that you would say these organizations they really do an excellent  job.”


Randy: “I want to think about am I going to get in trouble if I name them by name but I will tell you that one has a phenomenal presence in the automotive space


“That works”


Randy: “And they have what I think is probably one of the most robust offerings for everyone from the newest employee to the seasoned executive and they have really done a great job investing in their people, its ongoing development and they have got programs to kind of meet people where they are but I think that particularlorganizationon and I would say, their revenue is roughly 10 billion they have 30,000 plus employees and they operate in probably 40 countries.


They have figured out from top to bottom to a souto nuts approach, how do we offer the right things to our people and they embody all the things from the question you just asked me. I think they make it interesting, interactive but they have truly figured out the global virtual approach.”


“I am also wondering what is the balance from your perspective between the classroom kind of the cognitive aspect of it and the actual doing piece of it?”


Randy: “Oh I think the two were absolutely interlocked, I and you probably as well have been through a number of programs, workshops where that’s interesting and you have got my attention but what do I do with that. I think today’s effective leadership teachers the people that really make an impact on their students, their attendees walk out immediately and they can go and apply what they’ve learned in real time and real life.


I think as you look what is out there, it’s those folks that really make it  actionable in people’s in people’s lives those are the folks that are doing well, I think that as you look what’s out there it’s those folks that really make it actionable in people’s in people’s lives – those are the folks that are doing well.”


“I hate to confess it but there has been an awful lot that I’ve learnt the hard way because I did it first before I knew what I was doing”


Randy: “I’m right there with you!”


“But nevertheless learning by doing becomes a really big deal especially when you are trying to put a program together and reach people at scale that becomes really, really critical.

So anything in particular that you would say to an individual who is just now in the formation stage of putting a program together, any 1,2,3’s – A,B,C’s that you think would be really helpful to this individual?”

Randy: “You know I have got one piece of advice that I definitely try to integrate into my executive coaching work and some of the workshops that I offer is do not create widgets in a vacuum. Don’t design the perfect widget without getting input – go to your audience and go to the people that you are going to be working with and for and do a gap analysis, interview them, ask them what the needs are – don’t have one conversation with one contact within human resources and feel like you understand the audience.

 Go out and exist as part of the offering, I need to interview 15 people, I want to get a feel for what the need is – that is the single best thing I can tell you because the folks that do that, that really get a handle on what the need is – are almost always much more effective that’s the number one thing I would advise your group to do”

“Awesome, thanks for your time today Randy, I really appreciate and I think our audience will get a lot from it and look forward to connecting with you real soon”

Randy: “I look forward to it, thanks Jetty – bye-bye”

Recent Posts
high performing teamsDifferent learning styles

Free Whitepaper

Reinventing Your Business By Transforming The Core