Introduction :
As leaders, one of your key roles is to ensure that you communicate the start of a visionand elicit the creative force of the organisation to make that vision come alive at all levels.
It goes almost without saying that the organisation does look upwards to the leadership to get its strongest and most influential cues about the expected behaviour. It is a criticalcomponent of any successfully engaged workforce, that an organisation ís leadership translates its values into tangible behaviours and cements its commitment to changing behaviours that do not support the values.
With many organisations facing significant growth or simply destructive cultures and workforces following the GFC, Chandler Macleod’s leadership solutions partner PDINinth House implements specific types of leadership engagement programs to reinforce an organisations values and associated translated behaviours.
Key components :
A typical program for Mid Level Leaders might involve the following components
- Assessment of a Leader’s current performance benchmarked against known success behaviours for leaders globally
- On-line assessment of the Leader’s potential to operate at the next leadership level (e.g. business unit leader level)
- Individual feedback to each participant to facilitate the development of personal learning plans and goals
- 5 x ½ day modules relating to group needs, such as “Strategy & Change’, Planning & Execution, Motivation& Engagement, Retaining Talent, Influencing Strategies, Talent Management, Coaching & Development etc.
- 5 x 90 minute coaching session for each participant between each module
- 2.5 day Active Leader program where participants run another company to integrate their modular learning
- At end of program, a mini survey around their behaviour change to provide feedback to individuals upon their progress and ROI data for HR to link to business results.
- Depending on the size of the program, Business Impact Studies can also be conducted. These identify the behavioural drivers of business success for leaders in the organisation. This blue print for success can be used to inform recruitment, succession and development initiatives; where interventions are likely to yield the strongest return.
Why consider Leadership development?
Our programs enable participants to link insight to action, action to performance, and performance to achieve enhanced organisational results. We work with leaders and HR Partners to design and deliver a program that enable senior, middle or frontline leader,to drive visible change within their respective businesses.
PDI Ninth House develops critical leadership skills for:
- Leaders of Business Units—for senior leaders in organisations;
- Leading Leaders—for those who lead from the middle;
- Leading Workgroups—for first time leaders;
PDI Ninth House’s leadership solutions have won many awards for its content and outcomes. An independent study has heralded our interventions as the best ROI in the Leadership Development Space.
Outcomes
- Provides Targeted leadership development
- Retains valued talent
- Development linked to strategy
- Driving organisational growth