 |
Identification of a set of potential
leaders based on mutually agreed criteria. The number
of people chosen would be a function of the organization
and its unique positioning and circumstances. |
|
Administration of structured modules which among
others would help the chosen employees
• Understand the desired leadership competencies
and their current proficiency levels exhibited against
the desired set of leadership competencies and
• Discover one self, one’s styles, attitudes,
preferences deep seated beliefs and assumptions
that motivate one to behave the way he/she behaves.
|
|
Creation and deployment of individual specific
development plans over a period of 9-12 months.
|
| |
|
| It is expected that each
individual spends around 8-10 days in formal sessions
during this period in addition to working on other
aspects of the development process Who
will benefit
Organizations where the competence gap between
the senior executive leadership and the middle
management is been assessed or is perceived to
be high.
Organizations undergoing exponential growth where
continued success is dependent on constantly grooming
talent into leadership roles. Also includes entrepreneurial
organizations that have stabilized their businesses
and are looking at grooming and growing leadership
talent from within their ranks.
In addition organizations where the understanding
and appreciation of their core technology and
processes is crucial among the leadership would
also benefit.
Measurement of Success
We measure success of the intervention through
a combination of |
• |
Performance against targets in current role periodically
between 12 months 24 months post intervention development
period |
• |
Readiness assessment for future role by Superior/leadership
committee |
• |
360 Degree feedback |
