We are witnessing an intensification of the competition for talented leaders as more and more organizations recognize that solid leadership is critical for their sustainable success in a VUCA world. There is no better way to stay ahead in this competition than cultivating, developing and engaging that talent that is already in your organization.
Focusing both on horizontal and vertical development, we custom-build comprehensive leadership development programs to challenge and support your leaders in improving their self-awareness, strengthening their skills and developing the depth of character required to take your organization to the next level.
Focusing both on horizontal and vertical development, we custom-build comprehensive leadership development programs to challenge and support your leaders in improving their self-awareness, strengthening their skills and developing the depth of character required to take your organization to the next level.
AN INTEGRAL APPROACH
HORIZONTAL DEVELOPMENT
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VERTICAL DEVELOPMENT
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WHY IS A VERTICAL APPROACH NEEDED FOR LEADER DEVELOPMENT?
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The answer to a VUCA World... |
• To be effective, leaders’ thinking capacity need to be equal or superior to the complexity of the business environment they interact with.
• Each vertical development stage is more integrated, flexible and able to function optimally in an increasingly changing, uncertain, ambiguous and complex environment.
• Much of the work-related stress is due not to the actual workload but to the struggle of trying to solve business challenges far more complex than the leaders’ current vertical stage of development.
• During infancy the movement through the development stages is fast and almost automatic. In adulthood, however, the upward progress gets slower and for many people halts altogether at certain point. We need to consciously work in order to keep growing.
• In summary, vertical development is needed to support leaders in responding effectively and successfully to the VUCA business environment we are living in.
• Each vertical development stage is more integrated, flexible and able to function optimally in an increasingly changing, uncertain, ambiguous and complex environment.
• Much of the work-related stress is due not to the actual workload but to the struggle of trying to solve business challenges far more complex than the leaders’ current vertical stage of development.
• During infancy the movement through the development stages is fast and almost automatic. In adulthood, however, the upward progress gets slower and for many people halts altogether at certain point. We need to consciously work in order to keep growing.
• In summary, vertical development is needed to support leaders in responding effectively and successfully to the VUCA business environment we are living in.
HOW CAN WE HELP?
FOUNDATIONS WORKSHOPWorkshop for HR and L&D leaders that provides the foundations for vertical development.
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RE-DESIGNWe can take your HIPOs or leadership development program and redesign it to include a more vertical perspective.
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CUSTOM DESIGNWe design a development program for leaders or HIPOs tailored to your organization, including both the horizontal and vertical perspectives.
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VERTICAL COACHINGExecutive coaching with a vertical
development lense. |
SOME OF OUR PROJECTS
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Leadership Development Series
Development of several training modules to develop managerial and leadership competencies. Aurora Health Care headquarters, U.S. |
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The Leader In You
Design and development of 4-day program for developing managerial and leadership competencies for managers. MolsonCoors operations across the U.S. |
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Leadership Foundation
Design and development of a five-day program to develop managerial and leadership competencies. Deployed at Adidas operations across Latin America. |
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Leadership Flights
Design and development of 10 modules regarding various relevant topics for leaders to facilitate with their teams; intended to help sustain the learning that leaders have acquired from the company’s leadership training, Diversity, Equity, Inclusion (DEI) education, and team growth. MolsonCoors, U.S. |
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Excellence in Leadership and Management
Design and implementation of an eight-session workshop focused on developing eight different skills. This included live virtual sessions where managers were trained to train their team leaders; and eLearnings to review the acquired knowledge and skills. BYDSA, Mexico. |
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Great People Leader Leadership development program consisting of flexible modules focused on transforming the mindset of first-time leaders. McCain, Canada. |
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People-Centric Leader
Design of a four-module program to provide TTM’s leaders with the tools for becoming effective people-centered leaders by Driving Engagement, Leading with Empathy, Building High-Performance Teams, and Expanding Potential. TTM Technologies, U.S. |
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Discovering Your Purpose Program
2-module interactive program and a MasterPlan focused on helping leaders at PepsiCo deepen into their life journey and personal attributes, define their purpose statement, and learn how to live it throughout the organization. PepsiCo University, U.S. |
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XFL Program: Leadership Development Program for Frontline Managers
Nine modules with their respective tools: pre-work, live and virtual learning sessions, “Train the Trainer,” participant workbook, manager’s guide, application activities, and Smartcard. Topics include employee experience, empathy, coaching, feedback, leadership for change, great leadership, smart work, and effective communication, designed for both in-person and virtual formats. PBNA, U.S. |