Need:

The company is a world leader in packaged software and services solutions for the financial services industry, helping its customers meet challenges everyday in a fiercely competitive environment.

Maintaining its top market position market requires a strong leadership, equipped to take on larger and more challenging leadership roles.

i-lead was borne out of the company’s need to meet the above objective; in partnership with InspireOne|CHPD, the initiative rolled out a leadership develop-ment process for 20 senior level managers to:

Effectively develop required leader-ship competencies in line with company’s growth plans, deliver high performance on a sustainable basis and inspire team performance.

Solution:

The 5 I process was used to deliver the solution:

1) Investigation: Where we gain a thorough understanding of the com-pany’s current state by investigating its specific characteristics, needs and demands.

A detailed diagnostics was conducted through pre-work and a development centre to:

• Identify individual strengths and weaknesses vis-à-vis High Performance Behaviors
• Gain understanding of leadership style, motivation and preferences.

The outcome was an individual develop-ment plan for each individual, making them more self-aware of their leadership profile, and enabling them to understand areas of development.

2) Identification: where we analyze, evaluate and determine the course of action that best suits the specific situation and design comprehensive and practical implementation plan

• The development centre helped iden-tify each individual’s profile vis-à-vis 12 HPBs.
• One-on-feedback sessions with CHPD consultants to understand strengths and weaknesses against desired behaviors and competencies.
• Suitable development workshops and action learning projects were identified.

3) Implementation: where we ensure successful implementation at all levels of the process through appropriate methodologies

• Group underwent a series of work-shops targeting areas of development: self-awareness, emotional competence and development of 12 HPBs.
• Each individual selected a critical business priority to apply their stre-ngths and practice High Performance Behaviors.

4) Integration: where we ensure that new behavior becomes a way of life and a connection is established between the new behavior and the rest of the organization.

• One-on-one coaching sessions with CHPD consultants to hand-hold participants through the developme-nt journey and ensure that learning became a way of life.

5) Inspiration: where we engage hearts and minds to win commitment to act form people at all levels

• Engaging the heart came first: i-lead connected with people because it was in alignment with their personal goals. Robust assessments created that AHA moment with them as they became more self-aware and thereby empowered to improve. Aspirational value was created when their senior management engaged with the initiative by sharing their success stories and real life journeys.
• Engaging the mind: While that created buy-in towards development, the results seen post delivery saw them get further inspired to sustain performance.

Outcome:

As the tailored development paths were rolled out along with action learning projects, the company saw tangible impacts on its performance. Critical business priorities were accomplished along with development of identified leadership competencies. Increased focus was also observed on improving career development and succession planning.

The impact is most evident in the fact that after one year, the process is now being repeated for a different set of managers.