Building a Skilled Cadre of Managers and Teams

CEOs cannot create high-performance, high-commitment organizations alone. They need to partner with a strong cadre of down-the-line managers with exceptional business and organizational development skills. Drawing on our Real Change Leaders research and client practice, TruePoint works with CEOs to design tailored programs that support the overall agenda and deliver three outcomes: measurable performance improvement, stronger down-the-line leaders, and improved institutional capability in leadership development.

Real Change Leaders (or “RCL”) development should always be done in the context of an agreed change strategy, where the leadership team is aligned and has clearly defined objectives and initiatives. This strategic agenda provides the focus required to identify the pivotal jobs, define skills and behaviors, and agree on performance-oriented tasks that are essential to the process.

TruePoint’s down-the-line leadership programs are tailored to the specific situation but have the following common elements:

• Promising up-and-coming managers. Ideally the program is delivered for groups of 12 to 15 high potential managers. This size group provides the basis for peer learning and coaching.
• Performance task. Each manager has a specific, measurable objective – e.g., improve the performance (productivity, service, etc.) of a district, or speed development of a new product or service. The group can be homogeneous with a common task (e.g., District Managers working on productivity improvement) or come from varied positions with different objectives.
• Senior leadership sponsorship and involvement. Senior leaders are built into the program to ensure meaningful projects that are aligned with the corporate agenda. In addition, senior leaders may participate as faculty in some of the training programs.
• Just-in-time training curriculum. TruePoint times our training in response to the development needs of the participants. We provide a mix of “hard” (strategy, project management, goal setting and measurement) and “soft” (team leadership, group problem-solving, communications) skills delivered by both TruePoint and specialist faculty. Typically, participants will spend one to two days per month in training workshops.
• Peer learning and support. To help build an institutional capability and stronger internal network and culture, we work with peer groups. Participants are encouraged to coach and otherwise support each other.
• Defined and measurable process. Programs typically last from six to 12 months, with ongoing measurement of results. We typically design programs with a mix of performance objectives that deliver a 10-times payback on the program investment, plus provide ongoing benefits.

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