Case Study Leadership Development This client had left an organization to become Executive Director of another non-profit. I began working with her in coaching sessions by phone twice a month, with email and short calls in between. She had director-level experience, and her instincts and people skills were excellent, but never having led an organization, she lacked some essential knowledge and skills. Challenges Like many non-profits, the organization my client now led was struggling.
They have almost 11, employees and a presence in more than 90 countries. The business was focusing on growth and wanted to become more nimble and agile and reaffirm its connection with its purpose - to support healthcare professionals in their daily efforts to improve the lives of their patients.
They saw the development of both of these management groups key to achieving this.
A key consideration was the fact that the programme for first line managers and the programme for middle managers needed to be aligned but the content different enough so that delegates could progress onto the next level and still get the benefits. From this the iGrow programme, for first line managers, and iLead programme, for middle managers, were created.
Prior to the programme modules starting the delegates attended a launch event, to outline the key outcomes and introduce the content to them. Throughout the program they, received 1: They met in between every module to share ideas, practice their coaching styles and also discuss any challenges they were facing.
These groups have proved to be a highlight of the program for the delegates, they have expanded their network, supported one another and have formed groups that are sustainable beyond the formal learning process. There were four modules that included workshop learning, business simulations and a business improvement project BIP.
Two business simulations were run, the first focused on change management where the delegates developed stakeholder management, influencing and communication skills. It focused on setting them up to be able to lead business performance better, develop their commercial and strategy skills and improve their ability as a leader.
The modules were followed up by a graduation event where the delegates presented back their BIP ideas to senior leaders.Read Articles about Leadership Development - HBS Working Knowledge: The latest business management research and ideas from HBS faculty.
Strategic Leadership Development Case Study Developing People Managers to Create a Performance Culture.
Introduction Novo Nordisk is a global healthcare company with more than 90 years of innovation and leadership in diabetes care. Headquartered in Denmark, Novo Nordisk employs approximately.
We were tapped to help create a Leadership Development program that would build a cross-functional, collaborative leadership community and strengthen the global management skills of its senior leaders.
Leadership Development at Goldman Sachs – Case Summary. Background In November , 11 of Goldman Sachs' finest gathered to put the final touches on a revolutionary leadership development .
Transformational leadership produces greater effects than transactional leadership. Whereas transactional leadership results in expects outcomes. Qualcomm Leadership Development Case Study Qualcomm, a global leader in innovative wireless telecommunications, is renowned for its best-practice leadership development programs and learning culture.
As a Fortune company with more than 17, employees worldwide, Qualcomm consistently appears on lists identifying companies that are.