Emerging Leader Training Program Design
Problem
A 100-year-old non-profit organization needed support to revitalize and relaunch a leadership development program that was in need of modernization. Knowing their previous program needed to be updated to reflect changing times, as well as changes to the competencies required for success to achieve a new vision and mission that had been recently formed, the Human Resources team wanted new perspectives and insight to design a program and create a roadmap for implementation.
Approach
Excelerate worked alongside the Director of Learning and Development and other members of the HR team to conduct a training needs assessment and define the competencies and topics needed to prepare employees for future leadership opportunities. Excelerate utilized assessment data from Harrison Assessments and job description analysis to understand competencies critical to success for leadership roles ranging from supervisors to directors, as well as executive leadership roles. By building a competency model and working with HR, we were able to align the competencies and learning topics to the organization’s existing competency matrix. Immersive workshops were then used to define learner personas for the variety of leadership types that would be participating the programs. Finally, Excelerate researched content and assessment providers, as well as its own catalog of leadership development courses, and pulled together a full curriculum plan and learning journey for not only an Emerging Leaders program but also addressed the needs of a Senior Leadership development program.
Results
Excelerate delivered a variety of resources to the Human Resources team as an outcome of the assessment and discovery project. A competency model was created and designed to support the newly launched performance management program. Multiple Learner Personas were used to determine the appropriate learning approaches to meet the needs of the various types of learners and employees across the diverse employee landscape. Finally, a full program catalog was created complete with visualization of the entire learning journey, as well as course-specific pages to define the objectives, topics, modalities, assessments, and course duration of each course inside the training program. The package allowed the CHRO to present the program to the Executive Leadership team for approval and implementation in the upcoming fiscal year.