Singapore-Based Digital Products Company Enhances Leadership Engagement
with Lifeskills Institute's Leadership Programs
Singapore-Based Digital Products Company Enhances Leadership Engagement with Lifeskills Institute's Leadership Programs
Key Outcome
Their Story
The client is a digital products enterprise that spearheads digital solutions across multiple sectors from data storage to life science products. With over 4,500 employees, the company continues to see leadership as a critical role in growing the organisation.
The client had a goal to increase the employee engagement scores. Rather than seeking generic company-wide interventions, the client wanted a highly personalised program that shaped each individual leader's performance based on his or her strengths and competencies.
Their Story
The client is a digital products enterprise that spearheads digital solutions across multiple sectors from data storage to life science products. With over 4,500 employees, the company continues to see leadership as a critical role in growing the organisation.
The client had a goal to increase the employee engagement scores. Rather than seeking generic company-wide interventions, the client wanted a highly personalised program that shaped each individual leader's performance based on his or her strengths and competencies.
Objective
Identifying key areas of leadership growth for high-performing managers to reach new heights
Developing high-performing managers to succeed in key leadership positions
Identifying key areas of leadership growth for high-performing managers to reach new heights
Developing high-performing managers to succeed in key leadership positions
Objective
Identifying key areas of leadership growth for high-performing managers to reach new heights
Developing high-performing managers to succeed in key leadership positions
Our Solution
Lifeskills Institute recommended The Extraordinary Leader (360) program due to several defining factors. The program is grounded on over 30 years of research, from which a set of globally validated questions were derived to measure effectiveness in the competencies that differentiate highly effective leaders. This approach ensures that the program is evidencebased and provides a rigorous assessment of leadership competencies.
The program deploys a strengths-based approach that emphasizes using feedback to discover the leadership sweet spots of different leaders.
The leadership sweet spot refers to the point of convergence where managers align personal passions, competencies, and organizational needs to drive greater results. This approach helps participants to identify their areas of strength and work on developing those areas that require improvement.
The 19-leadership principles from Zenger Folkman's Leadership Tent Model is used as a framework to coach organizational leaders to perform at the 90th percentile of global benchmarks. This framework ensures that participants are equipped with the necessary skills to lead effectively in their organizations.
Lifeskills Institute provided analytical tools that highlight the aggregated scores of the participants, and follow-up assessments such as the pulse check and post-360 to measure progress. These tools ensured that participants were able to track their progress and make the necessary adjustments to their leadership development plan.
Tools to support ongoing development such as a cross-training approach and resource guide are provided to help participants craft an actionable leadership development plan to sustain their postprogram growth. This approach ensures that participants can continue to develop their leadership skills beyond the program.
The program timeline included a 1-month pre-work period where managers went through a 360 feedback assessment to measure their effectiveness as leaders. During the program, they attended a 1-day in-person or 2 x 3hr live online The Extraordinary Leader (360) program. Following the program, there was a 1-month post-program 1-on-1 coaching to clarify feedback report and solidify leadership development plan. There was also a 4-month post-program follow-up that included a pulse check survey to assess progress based on selected leadership competencies, and a 1-on-1 coaching session. Finally, there was a 9-month post-program follow-up that includes a post-360 assessment to reassess overall leadership effectiveness, and refine the leadership development plan.
Overall, The Extraordinary Leader (360) program provided a comprehensive approach to leadership development that is evidence-based, strengths-focused, and included ongoing support to sustain growth.
Our Solution
Lifeskills Institute recommended The Extraordinary Leader (360) program due to several defining factors. The program is grounded on over 30 years of research, from which a set of globally validated questions were derived to measure effectiveness in the competencies that differentiate highly effective leaders. This approach ensures that the program is evidencebased and provides a rigorous assessment of leadership competencies.
The program deploys a strengths-based approach that emphasizes using feedback to discover the leadership sweet spots of different leaders.
The leadership sweet spot refers to the point of convergence where managers align personal passions, competencies, and organizational needs to drive greater results. This approach helps participants to identify their areas of strength and work on developing those areas that require improvement.
The 19-leadership principles from Zenger Folkman's Leadership Tent Model is used as a framework to coach organizational leaders to perform at the 90th percentile of global benchmarks. This framework ensures that participants are equipped with the necessary skills to lead effectively in their organizations.
Lifeskills Institute provided analytical tools that highlight the aggregated scores of the participants, and follow-up assessments such as the pulse check and post-360 to measure progress. These tools ensured that participants were able to track their progress and make the necessary adjustments to their leadership development plan.
Tools to support ongoing development such as a cross-training approach and resource guide are provided to help participants craft an actionable leadership development plan to sustain their postprogram growth. This approach ensures that participants can continue to develop their leadership skills beyond the program.
The program timeline included a 1-month pre-work period where managers went through a 360 feedback assessment to measure their effectiveness as leaders. During the program, they attended a 1-day in-person or 2 x 3hr live online The Extraordinary Leader (360) program. Following the program, there was a 1-month post-program 1-on-1 coaching to clarify feedback report and solidify leadership development plan. There was also a 4-month post-program follow-up that included a pulse check survey to assess progress based on selected leadership competencies, and a 1-on-1 coaching session. Finally, there was a 9-month post-program follow-up that includes a post-360 assessment to reassess overall leadership effectiveness, and refine the leadership development plan.
Overall, The Extraordinary Leader (360) program provided a comprehensive approach to leadership development that is evidence-based, strengths-focused, and included ongoing support to sustain growth.
Timeline
Timeline
1-Month Pre-work:
The managers went through a 360 feedback assessment to first measure their effectiveness as leaders
During the Program:
Then went through a 1-day in-person or 2 X 3hr live online The Extraordinary Leader (360) program
1-Month Post-Program:
1-on-1 coaching to clarify feedback and solidify leadership development plan
4-Month Post-Program Follow-up:
Pulse Check survey to assess progress based on selected leadership competencies + 1-on-1 coaching
9-Month Post-Program Follow-up:
Post-360 assessment to reassess overall leadership effectiveness + refining on the leadership development plan
Their Outcomes
38 high-performing managers across APAC were coached to higher effectiveness, grooming them for key leadership positions with broader and more ambitious scope to spearhead company growth.
Increasing leadership engagement also helped foster corporate cultures of success by inculcating stronger ownership of their professional development and alignment between key performers and their managers
Programmes Engaged
Their Outcomes
38 high-performing managers across APAC were coached to higher effectiveness, grooming them for
key leadership positions with broader and more ambitious scope to spearhead company growth.
Increasing leadership engagement also helped foster corporate cultures of success by inculcating stronger ownership of their professional development and alignment between key performers and their managers
Programmes Engaged
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Singapore 369585
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