Scalable and strategic leadership development

Situation:
The executive team of a medical device firm wanted to ensure that the next generation of leaders were adequately prepared to step into leadership roles as the organization scaled. They recognized the economic value and positive cultural impact in home growing their talent rather than competing for top talent from the external market. The company wanted a custom program designed for the unique needs and demands of their business with leadership alignment across the divisions. High potential talent was identified for the program.

Action:
Consultants from Executive nSight met with each member of the executive team to clarify the strategic objectives and the leadership traits needed to drive those objectives. A 360-degree feedback assessment was conducted for each program participant, and they used the results to develop personal goals and objectives for their leadership growth. The results were also aggregated to identify the group’s development opportunities. Five key development areas were identified: Strategic Thinking, Market Savvy, Business Acumen, Leading Change, and Team Leadership. The one-year development program had the following elements:

• An expert in executive education designed and delivered 1-2 day programs in each of the identified development areas, bringing in industry leaders to share their experiences and success stories.
• Consultants provided one-on-one coaching to focus on individual development objectives.
• The executives designed four Action Learning Projects; tasks that were urgent and strategically important to the company. The program participants were assigned to cross-functional teams to complete the projects and report back to the executive team.

Outcome:
The participants rated the program as providing significant value, and the participants immediately put into action the skills they had learned. The Action Learning Projects were successfully completed and provided valuable direction to the executive team. Within a year, several of the participants had been promoted to more senior positions and others followed in ensuing years. The program was incorporated as an on-going part of leadership development at the company.