A classroom of delegates during a TALENT program
Development · 12 months

Twelve months. One accountable partner.

Year-long development programs, built on the 70-20-10 model, that build and run your leadership pipeline or graduate pathway with you. Core workshops are delivered personally by Mostafa Azzam; specialist technical workshops are sourced and managed through vetted providers under the same governance and quality standards.

70·20·10 HOW LEADERS GROW 70%20%10%
Built on the 70-20-10 model

Most of the year happens on the job

Capability is built where the work is. That is why our twelve-month programs put experience first, then learning through other people, with workshops as the smallest part.

70%Experience: learning by doing the real work

Action learning projects on business challenges sponsored by your executives. A Leadership Decision Log that ties every module to real decisions. For graduates, rotations with on-the-job development plans.

20%Exposure: learning through other people

Individual coaching, monthly peer learning circles, mentors on every graduate rotation, monthly line-manager check-ins and 360 feedback.

10%Education: structured learning

Four two-day modules spaced across the year. Foundational, institutional and technical workshops for graduates.

70-20-10 is a guideline that grew out of leadership research at the Center for Creative Leadership, not a precise formula. We use it to make sure development happens mostly on the job, where it lasts.

Why organizations choose this model

Less coordination. More accountability.

One partner for design, delivery and results
Cost certainty across the full twelve months
Capability transferred to your internal teams from the start
Program 1

12-Month Leadership Development

Leadership pipelines rarely fail for lack of training. They fail when development is disconnected from strategy, real work and accountability. Cohorts of up to 10 leaders, about one day a month.

Program delegates with Mostafa Azzam
≤10leaders per cohort
Months 0 to 1Discover & Design
Months 2 to 3Lead Self
Months 4 to 6Lead Others
Months 7 to 9Lead Change
Months 10 to 12Lead the Business
Four two-day modules, spaced across the year
Four individual coaching sessions per participant
Action learning projects on business challenges sponsored by executives
Monthly peer learning circles
360 feedback and psychometric assessment at baseline, mid-point and completion
Measured byBehavior change (360)Business results from action learningPromotion, retention & succession readiness
Mostafa Azzam facilitating a session with GCC delegates

Core workshops delivered personally by Mostafa Azzam.

Specialist, role-specific workshops come from vetted providers that we source and manage, under the same governance, quality standards and reporting. You deal with one partner.

Graduates holding their certificates with Mostafa Azzam
3 gatesplus a final readiness review
Program 2

12-Month Graduate Development & Nationalization

Turn graduate intakes into a reliable pipeline of job-ready talent, aligned with nationalization priorities across the GCC, with clear assessment gates confirming readiness at every stage.

Month 0Design & Selection
Months 1 to 3Induction & FoundationGate at month 3
Months 4 to 9Rotations & MentoringGates at months 6 and 9
Months 10 to 11Placement
Month 12Readiness ReviewFinal review
Program design: target roles, rotation plans and success measures
Foundational and institutional workshops delivered personally by Mostafa Azzam
Technical, role-specific workshops by specialist providers we source and manage
Assessment gates at months 3, 6 and 9, and a final readiness review
An individual development plan for every graduate
Measured byRetentionReadiness at each gatePlacement into target rolesTime to productivity
Delegates at round tables during a workshop

Each program is scoped to your organization

Want your own team to design programs like these? Our two-day design courses are in the catalogue.