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Leadership Transition Programs®

Overview

The Leadership Transition Programs® are uniquely based on the Leadership Pipeline book and have been developed in close corporation with the authors of the Leadership Pipeline book, Stephen Drotter and James Noel.

 

"Leading Others" is an intensive Leadership Transition Program® that gives the participating leader insights, tools and practical training in how to transition to the Leading Others level and acquire the right work values, time application and skills:

 
 

The Leadership Transition Programs® clarify the specific responsibilities and performance expectations for the participating Leader of Others by defining the work that needs to “be done” in order to be successful at the Leading Others level.

 

Futhermore, the Leadership Transition Programs® enable the participating leaders to succesfully transition through the critical passage when moving from being an Individual Contributor to becoming a Leader of Others.

 

Leader of Others

 
Leading Others
 

Target Audience

 

The Leadership Transition Programs® have a documented and validated record when it comes to enabling increased leadership performance both for newly appointed Leaders of Others and for Leaders of Others with high seniority and a high degree of experience.

 

The Leadership Transition Programs® can be customized to the experience level and seniority of the target group:

 
  • Newly appointed Leader of Others (6 months to 2 years in the job)
  • Experienced Leader of Others (2 years to 6 years in the job)
  • Very experienced Leader of Others (more than 6 years in the job)
 
 

Furthermore, the programs can easily be customized to capture specific organizations’ desired leadership culture and existing HR tools.

 
 

Program Flow

 

The “Leading Others” transition program is a high-impact learning program that is based on:

  • The 70/20/10 Model for learning and development
  • 100% inclusion of the participant’s real life
  • The program does not apply theoretical cases
  • Everything is based on the participant’s own day-to-day challenges
  • Involvement of the participant’s direct manager
 
 

The integration of everyday life is so strong that participants often feel that participation in the program is like being at work rather than being on a course. Consequently, learning from the program is directly and immediately applicable when the participants return to their job.