Comprehensive Leadership Development Program Fosters Growth and Collaboration in a Rapidly Expanding Infrastructure Company
The Brief
A rapidly growing civil infrastructure and construction business, following the appointment of a new CEO, was in aggressive acquisition and growth mode.
The organisation, recently rebranded from five separate businesses into one, needed to equip its managers with the skills to grow with the business, work collaboratively across the group, and lead and build their teams. Retention was also a critical focus. Future Leadership was engaged to design and implement a two-year Leadership Development program tailored to meet the emerging leadership needs of 22 individuals, ranging from engineers (individual contributors) to project managers (leading large diverse teams).
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Lower Turnover Rate
Organisations with effective leadership development programs have a 30% lower turnover rate among employees, as leadership development fosters employee engagement and loyalty.
Reference: Harvard Business Review, "The Impact of Leadership Development on Employee Engagement" (2017)
Companies report Enhanced Leadership Skills
85% of companies report an improvement in leadership capabilities as a direct result of implementing leadership development programs, leading to better decision-making and team management.
Reference: Deloitte, "Global Human Capital Trends" (2019)
Higher Return on Investment (ROI)
Leadership development programs yield an average return on investment (ROI) of 6 times the cost of the program, reflecting the significant value they add to the organization.
Reference: Korn Ferry, "The Real ROI of Leadership Development" (2018)
The Process
The program, named ‘Futures’, was developed in collaboration with the People & Culture and Executive teams and included:
- Quarterly Workshops:
Face-to-face workshops that provided the core of the program, supported by videos featuring the leadership team. - On-the-Job Assignments:
Practical assignments that allowed participants to apply their learning in real-world scenarios. - Peer Accountability Partners:
Encouraging peer support and accountability throughout the program. - Adaptation to Online Learning:
When COVID-19 hit, the program transitioned to an online format via Zoom, with group sizes adjusted to 7-8 participants to ensure effective virtual facilitation. - Assessments:
Participants completed self-assessments at the beginning of the program, with a final assessment planned for the end. Midway check-ins and assessments showed very strong results, with five participants being promoted since the program’s commencement.
The Advisory Team's Impact Across Clients Through Survey Feedback
32% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
21% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
27% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
30% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The program significantly impacted participants, with many reporting improved self-awareness, leadership skills, and a better understanding of how to support and lead their teams effectively.
One participant noted that the program taught them valuable skills and approaches that enhanced their leadership capabilities, leading to a promotion. The final session will involve participants presenting on their leadership journey, how they have developed, and the most impactful learnings from the program.
This program taught me how to better understand myself, how I react, how others think and feel, the influence I have on others, and the impact of my leadership. I learnt skills and approaches to put in my ‘tool kit’ that made me a much better leader. Through the program, I also built an appreciation for the other businesses and developed invaluable relationships. My General Manager noticed a significant change in my leadership, and as a result, I was promoted. I am now enjoying the leadership aspect of my role more because I consciously think of the impact I have on others and how I can support them to thrive."
