Building second line of leadership is integral to an organization’s growth and yet continues to be the single most important challenge. While middle managers may not set their firm’s vision, they are responsible for delivering organizational results and supporting senior management’s strategic initiatives by managing people, budgets, and operational processes. . Middle Managers in today’s business context communicate and operationalise vision of the organization by organising, leading and coordinating resources to get work done.
After years of research on successful leadership behaviours and traits, we have identified 12 High Performance behaviours, which form the core framework for our solutions.
The process of 6-month Middle Managers Development journey is as follows:
Identification of the participant group.
Running an Assessment Centre.
Individual Development Plan based on the competency report.
Training and mentoring as per identified need .
become a better mentor to develop each team member as per his/her need.
The intervention aims at:
Increased employee ownership & accountability of his career growth and performance.
Creating & developing leadership pipeline and fill internal positions from within.
Cross company career movement.
Clarity to organization on Hi-Pots and developmental needs.
Mentoring these managers to build their competencies to create an engaged team and drive performance.
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