A framework to develop leaders through leadership development program in any organization. This framework has all the components of Diagnose, Design, Develop and Measure

1. Diagnostic Design Delivery Measure & Review
Self Assessments
Participants must have a full sense of their own
leadership strengths and weaknesses. In the
program, such personal insight was gained through
anonymous feedback from subordinates, peers and
superiors; sessions focused on personal reflections
to help understand patterns from the past that are
relevant to development challenges; and tools such
as the Myers-Briggs Type Indicator to comprehend
personality aspects that affect performance
Identifying Focus Areas and Project
An important element of leadership development is
enabling participants to move out of their comfort
zones by creating stretch opportunities.
Breakthrough projects—projects critical to the
organization’s strategy—were used to give
leadership trainees real experiences that had a
visible impact on company performance.
Participants were carefully fitted to each project to
ensure passion and relevance to the participant’s
personal development areas. Identify 3 areas of
development correlating to the Project.
Individual level- IDP
An individual development plan (IDP) is a tool to
document employees' career and personal
development. Its primary purpose is to help
employees reach short and long-term career goals,
as well as improve job performance. It should be
looked at like a partnership between the employee
and the Sponsor
The diagnosis would not only set a baseline against
which the results of the transformation program
could be judged but would also inform the detailed
design of the program, correcting any weaknesses
that were uncovered and spotlighting opportunities
for improvement.
The model is founded on a clear understanding of
the company’s desired future and the unique
elements that would drive success in that context.
This leadership model focused on a small set of
observable behaviors known to be directly linked to
business outcomes. Co design with BU and HR
In Person/Virtual Sessions
A deeply personal, feedback-intense, transformative
learning experience. Our expert facilitators are
highly recognized in Industry and brings in deep
domain expertise with diverse experience
Self-paced Curated Contents
Providing contextual learning contents in line with
IDP. Bite Size high quality contents curated from the
credible source on a weekly basis, helping the
learners to reinforce the learning. Adaptable learning
and development that suits everyone. Promoting
priority resources to build the exact skills you need
Encouraging peer sharing & connect with facilitators.
Coaching
Coaching is critical to tailoring a program for each
participant. One-on-one sessions were important in
developing functional and behavioral capabilities, as
well as overcoming personal obstacles. These
sessions were led by a variety of internal and
external stakeholders
Project
An important element of leadership development is
enabling participants to move out of their comfort
zones by creating stretch opportunities.
Breakthrough projects are critical to the
organization’s strategy. To give leadership trainees
real experiences that had a visible impact on
company performance. Participants are carefully
fitted to each project to ensure passion and
relevance to the participant’s personal development
areas
Personal Mastery
To discover and unleash Self Potential for e.g.:
Personal Insights Workshop, Proprietary Tools + expert
facilitation
Forums with Real Experience
That cover leadership Models for e.g.: Managing
performance through dialogues – Role Play,
Feedbacks
Learning through delivery of breakthrough
projects e.g.:
Personal involvement to ensure stretch, Learning from
peers, coaching and experts
Mentoring and Coaching
On both domain and behavioral topics; 1:1
communication skills. Coaching, Personal counselling.
to overcome limiting mindsets
For maximum impact, we incorporate advanced
experientials, simulations, assessments, 360
feedback and sustain the learning with executive
leadership coaching and Learning experiential
solutions
A learning strategy’s execution and impact should be
measured using KPIs. The first indicator looks at
business excellence: how closely aligned all L&D
initiatives and investments are with business priorities.
The second KPI looks at learning excellence: whether
learning interventions change people’s behavior and
performance.
Leadership Growth Progress Review
(LGPR)
It is not leader who says, he/she improved, it is not
the Coach who certifies his/her coachee’s progress.
It is the key stakeholder who observes and shares
feedbacks. LGPR surveys are done at an interval of
3 months, 3 times a year to measure the progress of
a Leader
Engagement Analytics
Detailed analytics on usage of LXP will revel how
many times learners have come in and out, how
frequently which concludes embedding the process
of learning in the flow. Access to big data provides
L&D functions with more opportunities to assess and
predict the business impact of their interventions
Projects implementation & results
review
Project success is often determined by whether
leader kept to the original timeline. The end of a
project phase is a good time for a quality review.
Check the quality of project management practices.
Many executives would rate cost management as
one of their highest priorities on a project, so
evaluating how the project is performing financially is
crucial
©Parthiban Vijayaraghavan