Leadership Development

Leadership Advantage Program: Designed for emerging Sr. and Executive Leaders. This customized and blended learning program is designed to develop leadership skills including strategy, business acumen, operations, executive presence, 360 assessments and coaching and executive shadowing.

That is focused around the specific needs of the Organization to fulfill any gaps and potential blind spots in succession planning and preparation for executive level roles. A prerequisite to this program is that the emerging leaders must have successfully completed at minimum, online courses and classroom skills practice as it relates to Interviewing, Selection, Coaching, Motivation, Performance Management, Managing Priorities, Feedback, Recognition, Compensation, Employment Law, Diversity, and Cultural Awareness.

Executive Leadership Development Program. This customized executive leadership program and executive coaching process will focus on the specific leaders development needs from areas based on the needs analysis, evaluations, and 360 assessment feedback from direct reports and often members of the C-suite and Board of Directors. Offsite team development and relationship building programs are advantageous. Additional training may include specific outside programs from Center For Creative Leadership (CCL) or equivalent.

High Potential (Hi-Po) Leadership Development Programs: A high potential is a person who has the ability to succeed in roles with responsibilities of greater scale and scope. A high potential employee is an employee who has been identified as having the potential, ability and aspiration for successive leadership positions within the organization. Hi-Po’s are managers and individual contributors who are at the early stages of their careers and are identified more by their talent and drive than their track record. These lower level high-potentials are found in the lower ranks of an organizational structure. The High Potential program is designed to prepare High Potential leaders with the knowledge, skills, and application to grow and develop into leadership roles. These new leaders will help navigate the future of the organization to state true-north to the organization’s Purpose and Mission.

A typical Hi-Po LD program:

A 4-6-month program (~40 hours) is designed with five self-learning learning pillars, a self-qualitative investigative 360 Feedback analysis, three 2-hour webinars and a 2-day instructor lead training (ILT) application workshop that will conclude the program with a micro-capstone project presentation that allows each Learner to present their 5-year professional leadership succession plan. The Learner’s plan describes what they have learned; Reflection on the self-qualitative investigative 360 Feedback, their goals, plan, commitment, and their process to becoming a Highly Effective Leader by developing themselves, their teams, and their department/division over the next 5 years. The five learning pillars to this program are Developing Yourself, Developing Your Team, Finding The Best Talent, Managing your Business, and Application / Metrics.

New Leader Assimilation Program: The purpose of the Leader Assimilation process is to ramp up the integration of a newly appointed leader with his or her direct reports. This process is a valuable step to ensure that a team quickly becomes productive after a management change.

In preparation, the facilitator meets with the new leader to build commitment to participating in the process and to prepare for a successful session. The facilitator explains how the process will work, the expected benefits and the leader’s role in the process.

The new leader schedules the assimilation meeting and invites the entire team to participate. The meeting should be held in person, within 2-6 weeks of the start date, in a private conference room. Typically these sessions require a half day.

A typical assimilation meeting:

The meeting begins with the new leader welcoming everyone and stating his/her goals for the meeting. Consider what stories you might want to share that illustrate your points (Personal life, Professional background, Leadership Style, Decision making, Communication)

The facilitator then reviews the steps of the process and establishes agreement that everything discussed in the meeting will be anonymous. The leader then leaves the room. The facilitator then provides the team with a list of questions that will be discussed with the group. Example: What significant issues need to be addressed immediately regarding vision, strategy, leadership style, performance, teamwork, communication, conflict resolution, and recognition?

The facilitator then leads the group through a discussion to get everyone’s input on each of the questions. The group then takes a short break. During the break the facilitator meets with the leader to give a high level summary of topics discussed.

The meeting then reconvenes with the group and the leader and the facilitator reviews each of the key points captured on the flip charts line by line with the leader and clarifies the points as needed to ensure understanding. Example: Throughout the review, the leader should address the comments/concerns/questions to build understanding and alignment of expectations.

As a follow-up within a day or two, the facilitator meets separately with the new leader to review the session, provide any additional feedback and coaching, and define next steps for the team development and the leader.

I invite you to reach out to IfPE today to learn more how we can best serve you and your Talent Management, Leadership, Training, or Organizational Development needs.

Please reach out to us via our contact page. In the note box, share a little about what it is that you desire. We will reach out to you to set up a free phone consultation appointment.