The client is a mid-sized manufacturing company that produces various metal components for the health and wellness industries. With 250 employees across multiple production facilities, the company has experienced steady growth over the past decade. However, the senior leadership team recognizes that developing stronger leadership skills across all levels of the organization will be critical for continued success and scalability.

As business has grown, the company has struggled to develop a robust leadership pipeline and succession plan aligned with its core values and process components laid out in various business operating frameworks. Many managers have been promoted from within based on technical skills rather than leadership abilities. This has led to inconsistencies in management styles, difficulties with delegation and empowerment, and lower employee engagement scores - creating misalignment with growth needs of the company.

There is a significant gap between the senior leadership team's strategic vision and the ability of mid-level managers to effectively communicate and implement that vision with their teams. The company needs a comprehensive leadership training initiative to up-skill its managers, create a more cohesive leadership culture adhering to known and proven principles, and drive organizational health.

The company partner with me to design and implement a 9-month leadership training program specifically tailored for managers and high-potential individual contributors. The program's design incorporates known frameworks, concepts around vision, data/scorecard analysis, process documentation, and meeting discipline. Core components included:

Foundation - Overview of the leadership vision and how it enables organizational vision, traction, health and execution. Establishing context for leadership development.

Leadership Skills Training - A series of interactive workshops on emotional intelligence, coaching, delegation, change management, running effective meetings, and other leadership competencies.

360-Degree Feedback - Comprehensive feedback process using proven frameworks and leadership/management ethics to identify strengths and development areas.

One-on-One Coaching - Each participant received individualized executive coaching to internalize lessons and integrate new leadership behaviors and mindsets tied to growth-minded principles.

Issues Processing - Participants adopt and apply frameworks to work through real organizational issues, practicing new leadership skills.

Over the course of the 9-month program, participants report significantly higher confidence across leaderships skills based on pre- and post-training assessments. Some key outcomes include:

35% increase in managers' ability to effectively delegate and integrate the "Integrator" role

28% improvement in direct reports' ratings of their managers' coaching abilities

41% increase in desire to "go above and beyond" among employees reporting to program participants

From a business perspective, they saw a 12% year-over-year improvement in production efficiency metrics tracked as managers apply better delegation, accountability and empowerment skills. Employee turnover decreases by 17% as engagement improved through strengthened leadership capabilities.

Most importantly, the company has developed a robust leadership team fully aligned with the company vision and process components. The senior leadership team has a pipeline of high-performing individuals poised to drive the company's future growth strategy.

Based on the program's success, the company decided to implement it on an annual basis for newly promoted managers and potential hi-value employees. The company is confident it now has a standardized process for building exceptional leadership capabilities to achieve all long-term organizational goals.