Why the development center may turn out to be key to the management team success

Talants | October 1, 2019

alt text

Тhe Challenge

The client was a mid-size software company, a division of a big international corporation. The company was undergoing change after it was acquired by another owner. All of its managers had grown organically but there were no targeted efforts made for their training and development. As a result, all managers had different skill levels and development needs.
The client saw the need for development but found it hard to define the direction and was also looking for an individual approach to the needs of each of the managers.

alt text

The Solution

Together with the client, we reached the conclusion that the desired situation concerning managers’ competence levels was described in the global leadership competency model of the parent company. In collaboration with the senior management, we defined 5 key competencies on which to focus managers’ development. Using SHL’s methodology, we set up a development centre through which every manager received detailed feedback on their competency level against the desired situation.

Taking account of the trends across the whole group, we created a development programme under which every manager had individual development goals and a set of diverse development activities to choose from.

alt text

The Results

The development centre boosted motivation for development and provided every manager with guidance. The approach chosen for the development program after managers received their feedback enabled the company to use learning channels that were already available (e-training and the internal learning portal, individual consultations and coaching, self-directed learning, skills development training sessions).