Leadership Development Process Overview
Customized Competency Model
We start by creating a competency model that defines the qualities, skills and behaviors needed by organizational leaders within this specific organization to create business value. This model is uniquely tailored to the organization, its strategy, challenges and environment.
360-Feedback
For many, receiving feedback from bosses, peers and direct reports on their current leadership competencies is one of the most valuable parts of the leadership development process. It reinforces strengths and clearly identifies blind spots and areas for development and coaching. We customize this feedback to include behaviors linked to the leadership model competencies.
Preparatory Assignments
With pre-work assignments, participants engage in learning before the classroom sessions begin. Assignments might include reading, goal setting meetings with supervisors, or interviews with role models to collect organizational best practices.
Classroom Sessions
We use a variety of engaging instructional methods, materials and activities to raise self-awareness and build essential leadership skills, customized as needed.
Action Learning
Focused assignments and projects capitalize on classroom learning and contribute to the organization as participants infuse their learning into the job.
Follow-up Coaching
In a concentrated leadership development process, periodic one-on-one coaching makes the difference between learning about leadership and experiencing success in becoming a leader.
We Stay Linked to Organization Strategies and Priorities
Tercon’s leadership development process is designed in the context of organizational strategies and priorities. Working closely with senior leadership throughout the process, we ensure that communication stays open, real issues are addressed, and emerging leaders are supported.