Leadership Academy Design, Development, and Launch
As leaders in the field of corporate university and leadership academy design, development, and management, we can work with you to develop and launch a formal “Leadership Academy” applying best practices drawn from our experience in working with hundreds of organizations around the world.
Attract, Retain, and Develop Top Talent: A formal leadership academy serves as a symbol of the company’s commitment to lifelong career development and will help to establish your company as an “Employer of Choice”. It is a key element of a strategy for attracting, developing, and retaining top talent.
The PrimaCUX Approach to Leadership Development
We believe that the best way for an organization to develop strong leadership is to build a comprehensive and pragmatic approach based on the HR strategies, performance management practices, and learning and development programs of global companies like GE, Shell Oil, and Caterpillar. Those companies have shown a consistent ability to attract, identify, develop and retain the strongest leaders.
High-Level View
At the highest level, these companies begin with a recognition that everything must start with, and ultimately depends upon, the individual employee’s initiative and performance. They rely on each and every employee to take primary responsibility for setting his own aspirations and pursuing his own career development. However, once employees have shown through their performance that they have the motivation and potential to lead at a higher level, these best practice companies build a leadership development architecture that rests on five key pillars:
Pillar 1: Identify Leadership Potential and Develop Bench Strength
Best practice companies hold executives and managers at every level accountable for performing these two functions core responsibilities. Managers are responsible for identifying employees who turn in superior performance that demonstrates motivation and potential for promotion. Managers are rewarded as much or more for developing bench strength within their units than they are for achieving short term performance targets; likewise, managers lose bonus incentives if they fail to develop their direct reports’ career potential.
Pillar 2: Implement Performance & Career Development Systems
Best practice companies build HR and employee development systems to help managers at every level to identify and develop high-potential employees. Together, these systems (a) ensure that everyone in the company recognizes long‑term career development as a strategic priority as or more important than current year performance; and, (b) create a corporate environment that invites and encourages employees to set specific career objectives and to partner with their superiors in the pursuit of their own development. Learn about our performance management solutions.
Pillar 3: Identify Successful Career Development Paths
Best practice companies study their most successful executives’ career histories in order to identify and map the sequences of positions, functional areas, and types of responsibility that have led to the fastest and most assured development of executives’ leadership potential. Based on the results of their analysis, they actively work with high-potential employees to systematically plan each such employee’s career moves accordingly.
Pillar 4: Develop Formal & Informal Leadership Training and Development Resources for Current and Future Leaders
Best practice companies create an integrated, multi-faceted leadership development structure in which a full range of resources — including, as appropriate, developmental assignments, career and performance coaching, mentoring, and formal and informal action learning projects — that are designed, organized and applied so as to support, guide and accelerate high-potential employees’ development as leaders. Learn about our management development solutions from Harvard Business Publishing.
Pillar 5: Establish a System for Continuous Performance Improvement
Best practice organizations measure the performance of their Leadership Development function. How do the senior leaders of your company know that their leadership development program is achieving results? We work with you to develop a leadership development scorecard and monitor leadership development effectiveness to ensure that your leadership development goals are accomplished and that the leadership development function continues to improve performance over time. This scorecard also helps to monitor the successful completion of action-learning projects.
Learn about our design and development process.
Learn about the two-hundred management and leadership development programs that we offer across the Middle East.
Contact us for more information.