Project Goal: Develop management and leadership skills in technical leads/supervisors

Client:
World's third-largest software company

Our level of responsibility:
I was responsible for the total project-design, coordination and implementation of the 8-month program. Originally, I interfaced with the Training Manager, but before the project was rolled out, she left for a year's sabbatical. During the project, I interfaced with the HR Manager and Training Coordinator. I was the primary consultant who worked on this project, although I worked with 5 internal and external guest kers/content specialists.

Duration of the engagement:
8 months

The problem(s) presented to us:
The problem was creating management and leadership skills in technical leads in a flat organization, with no supervisors, only leads and managers. Most of the leads had no human relations or management skills training, and little experience leading others. No training like this had ever been done at this level in this company.

Our steps in solving the problem:

Held 2 focus groups to determine what the managers wanted their leads to learn, as well as what the leads themselves wanted to learn.
Organized this input into 16 distinct learning modules, creating objectives and outlines for each session.
Determined the timing of and spacing of each module so as not to disrupt the running of the business, but still ensure retention of learning.
Refined the module objectives, content focus, and sequence with the Training Manager.
Sent notification of the Leads Training Program to the managers. Received their registration for their leads.
Ordered materials, created custom binders for materials.
Held 16 half-day seminars (coordinated with guest speakers, when necessary). Created customized worksheets. Assigned pre-work for each session. Designed activities for each session.

Results achieved:
Within 12 months after completion, 90% of the graduates had been offered promotions. ParticipantsÕ managers reported that participants displayed more confidence and willingly took on more responsibility as a result of this program. The participants initiated activities which relieved the managers of some of their tasks. The participants reported significantly better working relationships with their managers, team members, and contractors. The program was so successful, the company asked us to repeat it with two new groups.

Participants appreciated both the breadth of topics, and that the subject matter was focused on practical ideas they could use immediately in their work. They liked the cross-fertilization of ideas from other departments in the company. And they liked getting to know others with similar responsibilities.