Most organizations invest heavily in leadership development, yet few can show what it changed. This two-day program equips HR, L&D, and talent leaders to design leadership development that is anchored in strategy, grounded in evidence, and governed for results.
Participants work through the full design cycle: identifying the leadership capabilities the strategy requires at each pipeline level, diagnosing needs through 360 feedback, psychometrics, and development centers, and identifying high potential through ability, aspiration, and engagement. They then design spaced learning journeys that combine practice with feedback, action learning on real business challenges, coaching, mentoring, and stretch assignments, with AI used where it genuinely helps, such as conversation practice and between-session coaching prompts.
The second day turns to governance and measurement: executive sponsorship, the line manager’s role, fair selection and exit criteria, links to succession, and measuring behavior change, business results, promotion, and retention.
At a glance
PortfolioSignature Programs
Transformation pillarTalent Architecture & Capability Development
01Translate business strategy into leadership capability requirements for each pipeline level.
02Diagnose leadership needs using 360 feedback, psychometrics, and development centers.
03Identify high potential using ability, aspiration, and engagement.
04Design spaced, practice-based leadership journeys that combine learning, experience, and coaching.
05Establish governance, including sponsorship, manager involvement, and selection and exit criteria.
06Measure behavior change, business results, and succession outcomes.
07Build a leadership development blueprint and business case for their own organization.
How it runs
This program follows our decision-centered learning design, combining:
Opening Challenges. Practical challenges that surface
participants’ assumptions before frameworks are introduced.
Expert-Led Briefings. Concise, evidence-based input on
concepts, frameworks, and emerging practice.
Case Studies and Simulations. Realistic situations with genuine
choices, where participants decide, defend, and reconsider.
Hands-on Activities. Applying tools and frameworks to
participants’ own work.
Ready-to-Use Tools and Templates. Practical resources
delegates can apply immediately in the workplace.
Capstone Project. Produce a leadership development blueprint, governance charter, and measurement dashboard for your own organization.
Who should attend
This program is designed for:
CHROs and HR Directors
Heads of Leadership Development, L&D, and Talent Management
OD and Organizational Effectiveness Professionals
HR Business Partners supporting leadership teams
Consultants who design leadership programs
Optional add-on
Add a behavioral assessment
Each delegate can complete a Thomas PPA profile before the program and receive a personal debrief, so the program’s tools are applied to real people. Ask for it in your proposal.
Workshop in session