Leadership Development Program

Leadership Development Program-1

Leadership Development Program

August 15, 2019
We had a nice kick-off in 2019. By combining WorkPlace Big Five Profiling with competency model, we helped leaders to discover their strengths, weaknesses and blind spots.
In our 1-on-1 coaching session, leaders had deep reflections of their leader roles, setting new goals and improvement plans for their team. Our leadership program will walk with the leaders, going through 3 phases to ensure better team and organizational performance.
Phase 1 Leadership Mastery
At the beginning of our leadership program, working together with the management and the participants , we set and define a set of desired critical behaviors and leading indicators,.
This is because expected performance of leaders in different context can be very different. A start-up company wants innovative and flexible leaders; whilst a well-developed enterprise wants stable and organized leaders.
So, the first and foremost thing we do in a leadership program is to align desired behaviors and performance results with stakeholders. Goals and objectives of the program are discussed and agreed in this phase. Participants suggested qualities of good leaders and ranked the importance of the qualities. With a clear set of desired leadership qualities, we then plan our journey in Phase 2 and Phase 3.
Phase 2 Leadership Blocks Building
To build the necessary leadership blocks, we facilitate leaders to learn new skills and knowledge to improve leadership and change behaviors. After we have set our desired performance and goals, we then work on to the list of leadership qualities and skills, designing programs to improve them. The knowledge and skills should be relevant and matched to help achieve their goals. Common skills chosen for these leadership training include: Leading and motivating others, problem solving skills, business acumen, communication, change management.
Phase 3 Leadership Evaluation
This is an evaluation phase that provides evidence for the effectiveness of our leadership programs. By measuring the desired critical behaviors and KPIs, we can check if the training programs have achieved the set expected goals at the beginning of the program. This part of post-training follow-up is important to transfer their learning into actual work.
Practicum assignment is designed according to their job roles and duties, to facilitate and encourage them to apply their learning to the workplace.



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<Further Reading>

Human Resource Optimization – a New Paradigm for Developing Talent

Taking the LEAP to success

3 Simple Questions that Blow Your Mind – The Unconscious Bias




Leo Ng

Consultant (Assessment & Analysis)

I/O Psychologist



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Distinctions Asia