Example of the corporate leadership development
As the client company did not have corporate leadership competencies, we have started the project with focus groups and asked the top management team to describe what they thought about efficient leaders for their company and their industry. We also run focus groups for their direct reports, as we wanted to understand needs and expectations from the leaders on other levels in the company. Based on results we developed a 360-degree questionnaire. Top managers not only got reports but also had an opportunity to have a one-to-one session with our consultant. During the session we discussed the feedback from different groups of people, identified directions for further development and prioritized next steps. Some of the top managers later decided to run a 360-degree questionnaire for key managers in their business units as they found it extremely useful and practical.