“The program is very professional, well thought-out and learner-friendly. Tie-ins to the Leadership Pipeline concepts are evident and useful. It is well-designed and focuses on very meaningful leadership behaviors.” –Tom Farley, Director of Leadership Development Programs, Norton Healthcare
What is the Leadership Transition Program?
The transition from successful Individual Contributor to successful leader takes more than acquiring leadership skills; it takes a fundamental shift in mind set. From that point, each successive leadership role will not only require a shift in mind set but a fundamental shift in how the leader leads. The Leadership Transition Program™ has developed four separate leadership development courses based upon the fundamental principles in The Leadership Pipeline, by Ram Charan, Stephen Drotter and James Noel, to support the transitions between leadership levels.
Each four-day course is designed to assist leaders in developing work values, time application and leadership skills for their specific roles. At each leadership Level, the leader will experience varying challenges and demands. The focus of the Leadership Transition Program is to help close the gap in transition from one level to the next. The four course levels are focused on the different phases of leadership that an individual faces: Leader of Others, Leader of Leaders, Functional Leader and Business Leader.
The Program can easily be customized to capture an organization’s desired leadership culture, existing HR tools and practices. Participants must have at least six months in their current leadership level before attending the corresponding Leadership Transition Program (LTP) course. LTP is a high-impact learning program based on 100% inclusion of the participants’ real life.
How Can the Leadership Transition Program help your organization?
Facilitates a free flow of qualified leaders to fill the leadership pipeline
It is a critical element for driving performance and engagement that leaders in the organization know what is expected of them and obtain the required support to develop in that direction.
Leadership is not simply leadership. Each leadership level is a distinct new position that calls for adjusted work values and time application combined with new skills.
Inspires the leader to lead at the right level
By defining what is expected of a leader at each level, the LTP creates more effective leaders and better prepares them to take the next step within the organization. Defined skills and competencies at each level give the leader clear objectives to attain. Incorporation of the Multi-Source Development Survey in advance of each level of LTP participation gives the leader the information to learn and make specific measurable changes. Six months after LTP training is completed, another Multi-Source Development Survey will be administered to measure leadership lift from LTP participation. This gives the organization a map of the leadership growth of the individual.
Creates an empowered and engaged organization
People join companies but leave their leaders. Generally 75% of employees in organizations are Individual Contributors and thus report to Leaders of Others. The importance of having leaders at the Leader of Others level who have truly transitioned into their leadership roles is critical to overall engagement in organizations.
Who then is tasked with choosing the Leaders of Others? Leaders of Leaders play a significant role in driving engagement by selecting leaders with good leadership potential and developing them into capable Leaders of Others.