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Colt identified a pressing need to upskill 236 first-time managers to transition successfully into their new roles. These managers needed guidance to:
The need for this intervention emerged out of a pressing organisational requirement: to strengthen leadership succession planning and talent development. Hence, Blue Star partnered with InspireOne to improve their talent pipeline by proactively mitigating risks associated with leadership vacancies by developing a group of adept successors primed to step into pivotal roles.
Our Client, a leading global entertainment media house, wanted an intervention to create a leadership developmental journey for their Front Line Leaders. The journey included various concepts such as Role Understanding and Understanding Self, New Age People Manager and Driving Results. A group of 30 participants were selected for a 4 month journey which included an Orientation session and ended with a Convocation session. The journey included the participants choosing a Business project that would showcase Business Impact and also achieve Learning objectives.
Our client, a leading commercial real estate developer in India, wanted to develop their mid to senior level women leaders in areas of Managing Emotions & Developing Self-Belief, Executive Presence, Negotiation, Assertiveness, etc. This would help them be more vocal, develop confidence and drive stakeholder influence as a result.
The Client is an innovation-led biopharmaceutical organization that is enabling access to high quality, advanced therapies for diseases that are chronic. They are a leading global player for biosimilars and other specialty molecules, with customers in over 120 countries. As a part of their talent development strategy, they wanted to develop their 45 High Potential leaders from SCM, Manufacturing, Operations, R7D, Quality, HR and IT – comprising of Senior Managers, Associate Directors, Senior Directors, Sub Function Heads based on their competency framework.
Our Client, one of the leading global technology services company that manages travel related administrative tasks for its clients, wanted an intervention on Emotional Intelligence awareness and development for their mid and senior level leaders. Research suggests Emotional intelligence to be a critical factor for leaders to effectively manage and lead team in this VUCA business environment. The company wanted these 52 leaders to move from transactionally managing their teams to developing & engaging them to be long term talent resources for the organization.
This leading robotic company was working on building its young talent force rapidly. For this purpose, they hired young professionals from manufacturing and automation industry background. Even though this bunch of young talent was technically competent, they did not come with an experience of leading teams. They were in team lead roles but weren’t skilled enough to deliver on the team management deliverables required by their role. Our client wanted to work with us to upskill the identified first time managers to lead teams effectively and also to make them future ready for larger upcoming roles.
One of the leading Canada based automotive company that is in the space of design, engineering, and manufacturing of automotive supplies, wanted to develop their next line of leaders for succession. As part of the development plan, they were looking at assessing the current personality and leadership behaviours of 20 of their high potential managers and then chart out a development journey to create bench strength.
Aligned with the business strategy, a set of competencies was identified for managers at multiple levels to be developed. This served as the base document for the learning initiative. Based on this, InspireOne created a managerial development journey to develop First Time Managers & Managers of Manager of the organization. The competencies identified were the same, however the depth of learning differed and were catered to the 2 respective levels of managers.
Keeping in mind their vision for 2023, our client was very clear about the change in strategy and how they wanted to enhance the skills and mindset of their Junior and Senior Management by providing them the right direction towards Digital Transformation. The organization understood and invested to make sure that there needs to be intervention and training to change the mindset and providing the skills that could help them adopt to constant, and rapid changes within the industry. This is only the beginning to embarking on a more fruitful and promising journey to provide advanced digital solutions.
Let’s co-create a leadership journey tailored to your team’s unique goals.
