Further to our assessment approach, development is focused on bridging the gaps between current capability and defined success criteria. A suitable programme would comprise;
- Recognising and confirming development needs and ensuring a commitment to change
- Formulating an action plan to address gaps in skills, knowledge and behaviours
- Creating a supportive environment
- Use of a variety of approaches including individual coaching, workshops, peer group support, on-the-job learning, progress monitoring and feedback
Leadership Development FAQs
We have experience of running development programmes with leaders at all levels of seniority ranging from first-time managers through to senior executives.
We would design the content of each programme to address common development areas of the participant group whilst considering the types of critical skills and behaviours required to meet the business’ strategic goals. In Asia, we have observed several common areas that leaders struggle with such as addressing under-performance issues, thinking holistically or managing priorities.
This is where psychology comes in; we apply our deep understanding of how people learn, to the design of any development programme. We like to include a mixture of learning techniques with a large component of experiential learning i.e. practicing new behaviours. We typically spread the learning over time putting in place ongoing support, check-ins and follow-ups since change doesn’t happen overnight!