Leadership Development Training

We give the best Services

HOW DO WE DESIGN AN INTERVENTION?

After working with a variety of clients in a range of businesses, we have created a simple process to customize our learning experience. This process not only helps our customers understand,
assess and express their learning needs but also enables our facilitators to craft result-oriented programs for the clients through our proven ORDER methodology.

WHY LEADERSHIP INSIGHTS’ CUSTOMIZED LEARNING EXPERIENCES?

 

In-depth need analysis prior to a learning intervention.
Our approach suggests a shift from training to partnership. We engage our clients from day one and jointly develop the program design and delivery strategies. We don’t leave the client until we help the client assess the benefits through our post-learning reinforcement process.
Flexible approach toward program design, format, duration, schedules, content and even the learning methodology.
Diverse team of facilitators, experienced in running programs with a wide array of companies, always ready to challenge, broaden and expand the thinking of their key people.
We work with top management to help clients become market leader and to generate desirable, lasting financial impact.
Framework Methodology Approach

Observe

Observing the organization, business, team, strategies and results in a ‘structured’ way. The purpose is to develop an in-depth understanding of the organization and the environment in which it operates. We use assessments, company-specific questionnaires and psychological measurement tools to identify and recognize growth opportunities at the individual, team and organizational level.
The information, data and results gathered through ‘structured observation’ is then reflected upon by our team of facilitators before advising or putting together any program for the clients. These series of reflections include a review of people development needs and possible methodologies to support the learning objectives.

Review

This is the most crucial stage that ensures a high impact, fully tailored program to address company requirements. Program content, design, process, agenda, methodologies are finalized, linked and aligned with desired outcomes. This stage also includes the research work and preparation of course materials, cases and scenarios most suitable for the organization.

Design

Based on a ‘Trainment’ philosophy (a blend of training and entertainment), our facilitators engage the audience both intellectually and emotionally. The ‘engage’ stage is basically about creating a memorable learning experience for participants. Whether in the indoors or outdoors, our learning experiences are fully engaging, inspiring and refreshing.

Engage

We build partnerships with our clients by giving constant feedback on all co-created learning initiatives with them. We not only help clients assess the benefit of the learning interventions but also support them with the strategies to reinforce the lessons and skills for an effective transfer and implementation back at the workplace.

Reinforce

We build partnerships with our clients by giving constant feedback on all co-created learning initiatives with them. We not only help clients assess the benefit of the learning interventions but also support them with the strategies to reinforce the lessons and skills for an effective transfer and implementation back at the workplace.

ACT

Learning will be enhanced through active involvement in exercises followed by a review.  Participants will learn by active participation during the workshop through the use of exercises, syndicate and group discussions, dialogues on real-life issues in the organization and simulation s.  Participants are given a task to complete or a problem to solve that requires teamwork.

REFLECT

They "look back on" their past experiences,  extract the present lessons, and get ready  to transfer this as future learning

TRANSFER

Participants transfer learning from their experience to change in the workplace.  Change is not necessarily always behavioural (may be feeling or thinking).

SUSTAIN

The organization provides on-going support and resources to sustain or maintain learning and change at work.

TOP LEVEL ENGAGEMENT:

We begin working on the program design only when the top Leadership is fully on board, engaged and committed to the initiative. Top Leadership’s commitment means that the program will be highly regarded and aligned with corporate strategy and focused on addressing the right business issues.

TAILORED LEADERSHIP COMPETENCIES:

Through a rigorous process, we will develop a consensus to identify and develop leadership competencies. This will provide a foundation for leadership development, as well as succession planning, career development and other talent-related processes.

ALIGNMENT WITH BUSINESS STRATEGY:

Leadership development cannot take place in isolation. Therefore, the program will focus heavily on company-specific business strategies in this programs.

COMPREHENSIVE ONGOING SUPPORT:  

We don’t suggest a simple, solely instructor-led training event. We propose the program must include developmental assignments, 360-degree assessments, case studies, on the job training, external education and a wide variety of e-learning.

INTEGRATED WITH TALENT LEADERSHIP:

As part of post-workshop reinforcement to build a sustainable leadership/Leadership pipeline, implement programs to assess leadership potential (part of the performance management process), identify successors to existing leaders and place these individuals into the right development programs as part of the company’s regular business practices.

Subscribe to our newsletter

Sign up to receive latest news, updates, promotions, and special offers delivered directly to your inbox.
No, thanks
X