The C-Suite operates like a Private Equity firm or Holding Company and there is limited dialogue between the them and the executives charged with strategic execution. Senior (A & B band) leaders, who report to C-Suites, are content with the state of their development. However, they would like a wider portfolio of developmental options for their teams including leadership training and career path guidance.
The organization is predicting limited budget for development activities for the next 12 months and adding to this, the HR team are at their limits in terms of executing their current portfolio of initiatives and do not have the resources to “add additional activities” on top of their current portfolio.
Accelerance has been asked to assist senior HRD leaders and help facilitate the creation of an Executive Development Strategy and Roadmap for 2015 to 2018.
Phase 1: Diagnostic
Phase 2: Design and deliver a 1 day workshop for the HR team
Phase 3: Ongoing Support
Accelerance acts as a sounding board on an as needed basis to:
As a result of our collaboration, the HR team with the support of key stakeholders has defined its executive development purpose and strategy:
Key decisions made by our client as a result of our collaboration includes:
“What I most appreciate about Accelerance is their passion for ensuring that interventions really add maximum value for the client. They are not simply interested in earning a pay check, but in ensuring that interventions have impact and that learning sticks. This means that they will passionately, creatively and constructively engage with you in building interventions, and they will be tactfully honest in telling you when they feel that your choices may not be the best way to go. They will do their level best to ensure that your intervention is a success. I regard them as a trusted advisor and learning partner. They have earned this status.”
– Global Learning and Development Manager for a leading chemicals organisation
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