Development centres

Purpose of the Leadership Development Centre

Grow your valuable talents
Our Leadership Development Centre offers each participant an enriching and unique developmental opportunity and insight into their personal career and growth potential.

It engages participants in a variety of management and leadership exercises on which they receive personalised feedback from professional coaches. The purpose of the different exercises is to offer participants an insight into different managerial competencies, the opportunity to try diverse forms of leadership in a safe learning environment, and a chance to test themselves in different careers.

The rich content of the programme is to be specifically designed by our consultants and your company so that it reflects both your organisational challenges and the competencies needed for leaders to be highly effective in your work environment.

As we believe in close cooperation between employees, managers and executive/top leaders, our Leadership Development Centre can also be designed to include top management from your company by giving them an active coaching role.

As one of the outcomes of our Leadership Development Centre, participants will leave with a concrete development plan to be implemented back in your organisation with the agreement and support of their direct manager, career development professionals and your HR team.

Target Group Valuable talents
The Leadership Development Centre is designed for recent or experienced leaders who are willing to take ownership of their career and growth.

Format
Jointly designed, the Leadership Development Centre reflects the challenges and specific situations of your organisation. Therefore, its format could vary from a 2 day to a 3.5 day journey for teams between 8 and 16 participants.

Components
The Leadership Development Centre is designed to create a safe learning environment in a challenging, inspiring, yet friendly, warm and fun atmosphere allowing people to feel secure and safe to try new leadership approaches and learn about themselves.

• The business simulations deal with topics such as: handling a merge situation between two departments, meeting with a very angry customer, meeting a difficult direct report, different task forces, an in-basket or a case study and finally, presentations to management or to the Board of Directors. When needed, our professional coaches and/or executive coaches play the roles of the counterparts to the participants.
  
  
• EIS: we can also use a computer-based simulation designed by INSEAD’s Research and development department, which allows participants to test and try change-management in an external IT risk free environment.
  
  
• Tests and surveys: 3 weeks prior to the programme, we ask participants to complete various tests, one of which is a personality inventory, the other a Team Maturity Inventory. The personality inventory allows our professional coaches to discuss more deeply different aspects of the individual and helps participants to get to know themselves better. The Team Maturity Inventory is a measure of the participants’ team maturity and satisfaction, and allows participants to evaluate areas of development within their team.
  
  
• Reflection and feedback time: After each simulation, participants receive direct feedback from the professional and the top management coaches. We encourage participants to take note of this feedback and reflect on each simulation so that they capture their key learnings. In order to allow them to do so, we have developed a Logbook, which states a number of different questions for them to reflect upon.
  
  
• Report and development plan: The programme culminates when participants complete their reports and development plans. Participants spend the last day of the programme summarizing with the help of their professional coaches their key learnings, identifying 3 major strengths, and 3 main developmental needs. When articulating their development plans they focus on change at 3 levels; individual, team and organisation. Participants leave the programme with an action plan to implement/work on at each level.
  
  
• Top management coaches training: Prior to their involvement as coaches, we offer senior executives, tailor made coaching training. When observing and giving feedback, your top management coaches will be paired with our professional coaches. The professional coaches will contribute to the participants’ assessment and feedback, but they will also coach top managers in their coaching role.
  
  
• The Programme Director: We suggest that one of your top managers acts as a Programme Director, introducing the programme to the participants and the coaches together with our Programme Director.
  
  

Venue
The Leadership Development Centre demands a very particular mix of small and large rooms enabling a variety of meeting forms, from large group plenary sessions to small and cosy interview rooms, and space for individual work like reflection or preparation of role-plays, equipped to conference facility standards.

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Contact Mannaz
Please contact us if you have any questions concerning this or other related areas:
Ms. Trine Koch, Chief Secretary