Maximising Leadership Impact

From individual contributor to confident people leader.

Mid-Level Development Program: Maximising Leadership Impact

Maximising Leadership Impact is a transition program that helps managers to transition effectively into the role of a Mid-Level Manager. When a leader transitions from the role of Manager of People to the role of a Manager of Managers, she/he needs support on a range of capabilities. Providing adequate support during this transition can help the managers to reach an acceptable level of performance much faster than managers who are not provided with adequate support.

Transitions required by a Mid- Level Manager

We have classified the transitions required by a Middle Manager into 4 buckets basis a well-researched IBM Kennexa’s High Performance Behaviour Framework.

Thinking Cluster

From: Being an operational problem solver

To: Developing a strategic perspective on their unit’s strategy and how that fits with the overall organization strategy. Navigating complexity through effective decision making.

Developing Cluster

From: Managing individuals

To: Managing other managers and Effectively handling large teams.

Inspiring Cluster

From: Inspiring and influencing direct reports

To: Effectively leading across boundaries. Influencing and collaborating with multiple stakeholders.

Achieving Cluster

From: Effective goal setting and driving KPI’s

To: Driving high performance in a changing world, create organization alignment and ensure effective strategic execution.

Equipping Mid-Level Leaders to Accelerate Performance, Build Stronger Teams, and Drive Measurable Business Impact

Identify and build on leadership strengths to achieve goals.

Apply strategic thinking and make effective, impactful decisions.

Develop, engage, and retain high-performing teams.

Influence stakeholders and drive collaboration across boundaries.

Program Design

Maximising Leadership Impact is a program which has been built basis our researched solution design principles. These include:

Strategic Thinking & Decision Making

Understand the changing demands from role of the Mid-Level Manager and the transitions required
Develop a strategic perspective on their unit’s strategy and how that fits with the overall organization strategy
Navigate complexity through effective decision making

Developing High Performing Teams

Effectively lead and manage large teams
Follow a structured process for coaching
Delegate effectively to colleagues
Adapt one’s leadership style to team member styles

Collaboration & Influence

Effectively lead across boundaries
Influence and collaborate with multiple stakeholders

Alternative Modules

Effectively lead change within the unit
Create organization alignment and ensure effective strategic execution
Foster a high performing culture

Journey Design

Leadership insights assessment for each participant to identify their areas of strength and development.  16 weeks learning journey comprising 4 modules. Each module is developed using our
“Making Learning Stick” framework and comprises:

Virtual
learning labs

Gamified
learning modules

On-the-job application assignments

Application oriented content including case studies, simulations, tools, and frameworks

Global Delivery Capability

We can offer this program to leaders in 50+ countries and deliver it in multiple languages. Some of the languages we can deliver this program are covered in the table below:

Case Studies

Stay ahead with expert insights, thought leadership, and live conversations that shape the future of work and learning.

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Empowering New Managers Globally at Colt

Colt identified a pressing need to upskill 236 first-time managers to transition successfully into their new roles.

Read full case study

Identification & Development of High Potentials at Blue Star

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.

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Leadership Development Journey for Frontline Leaders of Global Entertainment Media House

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.

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Developing Women in Leadership at a Leading Real Estate Organization in India

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.

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