The Leadership Assessment and Development (LAD) program is an eighteen month long process created to help rising executives prepare for high level roles at Marsh. Participants attend three multi-day programs and work extensively with LDI coaches between classroom sessions. The LAD program originated in one of several business regions at Marsh and has since been adopted at the corporate level for global implementation. Major components of the LAD program include:
- Phase One: Classroom sessions focused on 360 leadership assessment, personal style assessments, leadership values, learning tactics, shared leadership, individual consultation session, peer feedback, and individual development planning.
- Phase Two: Up to six hours of on-going coaching focused on individual development plan.
- Phase Three: Classroom sessions focused on 360 conflict skills assessment, video-taped conflict role plays, emotional intelligence, negotiating, team problem-solving and an individual consultation.
- Phase Four: An additional six hours of on-going coaching.
- Phase Five: Classroom sessions focused on re-assessment of 360 leadership instrument, developing others as leaders, creating work-life balance, maintaining relationships in the workplace and a final individual consultation.
As part of a commitment to training and development, Visa International has partnered with LDI to create and implement three distinct programs for its managers, directors and vice presidents. The Leadership and Influence program introduces leaders to the basics of leadership. Participants engage in exercises that focus on influencing others through effective communication. They also take a battery of assessments to identify individual strengths and development opportunities and meet with an LDI coach to build a plan for development. The Leadership, Conflict and Teamwork program introduces participants to strategies and tactics for handling workplace conflict effectively. Classroom simulations provide practice in identifying differences and embracing conflict in ways that provide agreeable solutions for all parties. The Coaching for High Performance program is focused on helping leaders coach and develop others. A five step coaching model is presented and practiced. Leaders also learn flexible approaches for coaching in a diverse workplace.
Midwest Regional Utility
After sending managers to the Leadership Development Program (LDP)®, the organization wanted to promote a common philosophy and language within the organization through the use of key assessment instruments used in LDP. The company's overall goal was to increase participants' self-awareness and understanding of their personal communication styles, differences and the impact on others.
Together with the firm's HR department, LDI created an 1 1/2-day teambuilding program for employees from different divisions to attend together. Participants receive feedback on interpersonal styles, problem-solving approaches and ways of handling conflict. The highly participative and interactive program features short lectures, feedback from assessment instruments and group exercises designed to capitalize on team diversity while building better working relationships and setting goals. Nearly 600 employees will eventually attend the program which is conducted every six to eight weeks.
National Waste Management Company
Increasing competition and a transition toward team-based management required that the company develop team leaders who were more effective at building, maintaining and leading teams. The organization wanted a concentrated, in-depth experience that would have lasting benefits on teamwork, communication and performance.
To address these objectives, LDI customized its highly successful Teamwork In Action program for the company. This three-day experience involves a thorough assessment battery including two 360-degree (multi-rater) feedback instruments. A highlight of the program is a 90-minute, one-on-one individual feedback session with an LDI staff member. Participants are placed in "Learning Teams" of four to six people throughout the program so that they can relate the program content to real issues in the workplace. The goal of the program is to help team leaders understand the dynamics of teamwork so that they can motivate team members toward common goals and increased productivity.
Far West Regional Energy Company
This company was experiencing deregulation and very strong competition. It also had recently downsized its workforce and was facing morale issues among its staff. The organization developed a Leadership Academy, a company-wide training program, and wanted a "kick-off" program that would set the stage for the other components of the Academy. Since other training modules in the Academy were going to address organizational and team issues, LDI designed an initial program that focused on the individual with an in-depth examination of each manager's strengths and developmental needs. In addition, the company requested a program that featured components found in other LDI programs: assessment, feedback and coaching.
LDI staff, with input from the company training department, created a three-day program called Assessment for Leadership. The program addresses 22 leadership behaviors derived from a process that LDI staff conducted with top management. The program features the Leadership Effectiveness AnalysisTM, an assessment tool that enables participants to focus and prioritize developmental efforts based on the results of the organization's Strategic Directions®. The program also includes a one-on-one feedback session with an LDI staff member during which participants gain new insights and ideas for development and set the stage for subsequent training in the Leadership Academy. LDI also plays a pivotal role in two other courses in the Leadership Academy.
National Membership Service Provider
This organization had sent several participants through LDI's Leadership Development Program (LDP)®. The organization wanted a skill-based leadership development program that would serve several levels of management in the organization.
LDI created a five-day program called Challenges of Leadership. This program is linked to the Leadership Effectiveness Analysis and includes the following modules: Creating a Vision, Developing Followership, Implementation and Follow-Through, Achieving Results and Teamplaying. The program is action oriented and highly experiential. Although participants receive feedback from a variety of assessment tools, the majority of the program is devoted to practice drills, application exercises and rehearsals on the desired leadership practices.
International Direct Sales Company
This company was experiencing financial difficulties with significant budget deficits. Sales were lagging and turnover among regional distributors was very high. The company asked LDI to help prepare its regional distributors.
LDI developed the five-day Business Management Institute to address planning, finance, personnel and leadership issues. The program has been highly successful, and the company president has made the institute an integral part of its promotion of regional distributors. The president attributes the company's first profitable quarter in over two years and the reduced turnover among distributors to the Business Management Institute
The Center for Creative Leadership (CCL®) ranked No. 8 overall in the 2013 Financial Times worldwide survey of executive education. CCL has placed in the Top 10 for the twelfth straight year and remains the only institution among 50 in the survey that specializes in leadership education and research.
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