Approach
Redesigned the legacy program in collaboration with vendor partners to ensure alignment with the organization's core competencies
Delivered shorter, cohort-based learning to minimize disruption while maximizing relevance
Embedded reflection, coaching, and follow-up to support long-term application
Used leadership surveys and team feedback to shape both content and delivery
Employee Profile
Participants were first-time Directors responsible for leading entire functions or cross-functional teams. While they had strong operational track records, many had limited experience with strategic communication, leading through influence, or navigating change across a matrixed organization. This program was designed to stretch their thinking, deepen their confidence, and help them shift from tactical to enterprise leadership.
Primary Skills Applied: Needs Analysis | Stakeholder Interviews | Survey Design | Coaching | Vendor Management
Problem
Many Directors were new to leading at scale and faced dealing with growing complexity, higher visibility, and broader business impact. Earlier programs lacked relevance and practical application, leading to low engagement. Additional feedback described existing programs as long and unfocused. As a result, the program was redesigned to be more targeted and to equip leaders to think and lead more strategically.
Program Structure
The program was delivered in a modular format, with each session focused on key leadership challenges identified in the needs analysis.
Lacked clarity on what specific leadership behaviors shaped team climate and performance and how
Increased awareness of the director’s role in creating a productive, inclusive team climate
Challenges Faced by Leaders
What We Did
Needed stronger emotional intelligence to coach and support teams through uncertainty
Faced difficulty influencing without authority and leading change in complex environments
Built skills in emotional intelligence and coaching to deepen people development capacity
Introduced tools for leading change, navigating ambiguity, and building influence across the organization
Participant Takeaways
Each module introduced models and tools for immediate application:
ADAPT Framework for leading through uncertainty
Identifying and adapting your leadership styles
ESCI Model for emotional intelligence (self-awareness, regulation, social skills)
Cascading Climate model and change leadership tools (e.g., VUCA, R&R, 5 Steps of Change Communication)
Results & Impact
90% rated the program highly for overall value
100% reported still applying key concepts 90 days post-program
97% vendor satisfaction score (↑ 4% YoY)
82% found content directly relevant to their role
Korn Ferry survey showed measurable gains in Responsibility, Team Commitment, and Risk-Taking among participants' teams
Deliverables Created: Job Aids | Participant Workbooks | Facilitator Guides | Slide Decks | 180 Feedback Results
This program won an award!