Our Leadership Talent Development Programme is designed ranging from 6 – 12 months to ensure your high potentials embark on a continuous competency-enhancing cycle because the defined and carefully designed experiences will drive the competencies that create value and growth. Growth will, in turn, generate new experiences and the cycle continues.

Experiences – Our customized talent programme designs “real and hands-on live experiences” according to the customer’s needs in building leadership and competencies desired in their top talent

Value Creation – Putting into practice immediately what an individual has learnt is essential to capture and internalise the learning. This creates immediate value for the organisation, considered the programme immediate and tangible ROI.

Growth – Through the various robust activities, experiences, learning, immediate application of learning and creating value for the organisation, the growth of a talent is accelerated from the normal track

The traditional form of learning is mainly classroom and coursework-based. Alternatively, Leaderonomics believes that people learn best not by being fed theory but by having practical experiences. Our programmes concentrate on providing hands-on experiences through our 70-20-10 model, where 70% is devoted to live and action learning experiences, 20% to mentoring and coaching, and 10% to formal classroom training.

Our Learning Framework

At Leaderonomics, we believe 4 essential areas of Leadership, Business, Functional and underpinned by Personal, need to be mastered by an individual to perform as a competent, well-rounded contributor (refer to Figure 3 below). Out Talent Development Programmes would incorporate all 4 areas of Mastery in the development journey

A huge emphasis of our development framework is project-based, providing your talent with new opportunities to learn through real life experiences. These talents will be immersed in carefully selected projects, which have live impact and value to the organisation.  Real time application of their learning in classroom and simulated environments would be put into action in the projects with real feedback and evaluation of their performance.

Business networking is a key feature for ensuring a continual cycle of learning from external organizations, and thus providing an invaluable source of knowledge, best practices and lessons learnt. Leaderonomics provides a structured networking environment through initiatives that will significantly enlarge the scope and ability of your employees’ networking. Forms of networking could be through roundtables, brown bag lunches, coaching groups, peer groups, mentoring and field trips

Our talent programme incorporates elements of Self Learning to instil a habit of self-improvement in your talent. Self Study, Reading Plans, Case Studies and Research components form requisites for completion of the programme.

At the end of the programme, our assessment team would provide an observation report on the performance of the talent incorporating all the elements of the programme to be used by the organisation in the continuous development, succession planning and organisation resource needs decisions.