The Leader Development Center
Enabling leaders' growth
Your work demands more from you. Your challenge is to turn demand into development. The Leader Development Center provides the resources you need for this.
Here you will find a suite of services that enable you to assess where you are at, identify what you need and receive structured support to intentionally design your learning on the job. To do this, the Leader Development Center brings together the Leadership Skills Assessment, conversations with a development mentor about what it shows, and learning loops to practice the skills you need.
The four movements
- 1
Intake.
Your role's demands are mapped out upfront. Then you have an interview with an AI interviewer, working from carefully designed instructions, to explore the depth and breadth of your thinking about your work.
- 2
Assessment.
Your transcript is analyzed for the quality and complexity of thinking in several skill domains. The result is a layered report.
- 3
Exploration.
You explore and reflect on the report. This can be supported by a trained mentor as a debrief. The result is identifying relevant skills to develop.
- 4
Skill development.
Learning loops provide structured support for this, using a natural learning process you apply in your context.
Ongoing support. As you grow, the need for new skills comes into focus. You can come back into the cycle and engage the resources again to continue your journey.
Conversations between you and your development mentor, in person or by video, about the feedback the assessment provides. You first read the report on the platform and write reflections, which the mentor reads to prepare. The debrief conversations examine the report's feedback in light of your experience, testing hypotheses rather than presenting a verdict. The assessment is to serve your development and it ends with choosing specific skills to work on.
Working upstream
The key lever for development is a leader's inner condition, the source of the weather they create. How they think and feel has a structure, context, and a process as well as content. Working here is where development has the most impact.
Development, or a decision about a role
Our suite of assessments can serve a leader's development or inform a decision about readiness for a role.
Who can be the development mentor
The development mentor works alongside the person through every movement. They can be:
One of our consultants.
A partner consultant or coach, bringing their own clients.
The shape of an engagement
- 1
Start-up.
Agreeing the engagement: what it serves, the role's demands and who the mentor is. Then the interview and report.
- 2
Exploration.
Debriefing, and the choice of what to work on.
- 3
Development cycles.
Rounds of learning loops, each informing the next.
Check-ins with the engagement's sponsor in the organization are agreed at the outset.
Talk with us about the Center.
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