Development
Development should be inspirational while being aspirational.
STRATEGY, CURRICULUM, HIGH POTENTIAL AND LEADERSHIP GROWTH APPROACHES
People development should be intentional, both through the lens of the organization and the lens of the individual. As an organization, we want to see your Learning & Development Strategy directly reflect your vision, the capabilities you need to achieve that vision and the resources available to get you there. Targeted development efforts based on accurate plans to address gaps and leverage strengths help individuals realize their career aspirations within the organization and improve their ability to respond to changing environmental demands. For the organization, these efforts can help to ensure timely knowledge transfer and employee readiness to assume new and great responsibilities over a span of time. For the individual, it builds confidence that growth opportunities exist and directly impacts engagement, commitment and retention.
SERVICES INCLUDE:
- Learning & Development Strategy Design
- Creation of Learning Curriculum Content including experiential learning, in-classroom, and technology based solutions
- Design of High Potential Development Program and Approaches
- New Leader Assimilation and Onboarding
Client Industry: Pharmaceutical
Our global client faced a thrilling challenge – how to accelerate development for a high potential pool of mid-level leaders, while providing global exposure to this group of international talent. In addition to immediately applicable content, our client sought a unique delivery model that would be conversation focused. We created a Coaching Circle model, each lead by an Executive Business Sponsor who would guide participants through a monthly discussion leveraging personal insights and experiences. MANDO created the roadmap and program content, while also providing 1:1 coaching to each participant over the course of the program year.
Client Industry: Insurance
MANDO was retained for our interactive and creative approach to blending self-paced learning and on the job activities focused on business knowledge, while also building interpersonal and leadership capability. Concurrently, we were charged with leveraging a current best-in-class new hire training approach and building a supplemental learning experience for both experienced new hires and their mentors, a group of experienced managers now tasked with mentoring experienced hires.
EXAMPLE ENGAGEMENT C
Client Industry: Technology
Our client faced a daunting dilemma- they had too many training courses with too little instructional coherence. Because of the high demand for the full volume of courses, each was taught by multiple instructors whose different styles, garnered inconsistent results. MANDO took a multi-tier approach: first we reviewed, assessed and provided content and design recommendations for each of the 52 courses offered. Then we developed a learning strategy to address critical core capabilities by career stage, redeploying courses wherever possible and providing recommendations for new content to address gaps. We reframed how learning was positioned to employees, opening the door for a more effective, sustainable approach to the curriculum.
EXAMPLE ENGAGEMENT D
Client Industry: Media Services
MANDO developed a three-day leadership development program for high potential leaders at a critical career gate: the move from manager to leader. Applying a blend of foundational leadership lessons, assessment and feedback, rich peer dialogue and storytelling, participants came away from this experience with a new level of personal insights, deeper peer network and practical tools to apply immediately. Now entering year three of the program, enrollment remains at capacity.
EXAMPLE ENGAGEMENT E
Client Industry: Insurance
In an effort to ensure career growth opportunities for its growing employee base, our client sought to define and communicate a Career Pathing model. MANDO partnered with the divisional Leadership Team to establish movement criteria, demonstrated behaviors and knowledge required for each career gate. In doing so, we created a secondary path for technical experts who might aspire to progress on an individual contributor track while building deeper functional expertise.