The 5 Step Leadership Development Process: Key Group

The 5 Step Leadership Development Process

Some clients work with KEYGroup® over 8 to 12 months. Other clients work with KEYGroup to address shorter-term needs. In either case, KEYGroup® tailors its 5-Step VEO Program and delivers services using a team of over 50 consultants.

Step One: Determining Needs

Determine the real skill gaps and knowledge needs of your leaders. Don’t force-fit a training program when your leaders are not ready or when it doesn’t meet their needs.

Each leader completes a survey to determine his/her challenges in the workplace and an assessment to determine his/her leadership strengths and areas for development.
Each assessment includes a personal report for the leader with prescriptions to increase productivity and a coaching report for his/her manager with recommendations to provide the most motivating environment for that individual to succeed.
All leadership surveys and assessment data will be summarized in a report for the executive team.

Step Two: Feedback to the Executive Team

1. Establish the metrics for success that you will use to measure the effectiveness of the leadership development process. Did you make it better or just different?

2. We work with leaders to make a measurable impact.

3. Examples include:

Reduced Grievances
Higher Sales
Increased Productivity
Improved Employee Feedback
Increased Productivity
Reduced Costs

4. This summary of survey and assessment data will provide company executives with the information they need to:

Decide the goals and metrics that they will use to hold leaders accountable
Plan for leadership development
Address the obstacles that are blocking their leaders’ productivity and efficiency

Step Three: Leadership Training and Executive Coaching

Leadership Training

If common needs are identified through the assessments, we recommend a series of 4-6 training sessions for leaders, usually 2-4 hours in length and delivered with 2-3 weeks between sessions for leaders to apply and practice skills.

Sample programs include:

How to coach employees
How to delegate work
How to discipline employees
How to conduct performance appraisals
How to make a presentation
How to “Think On Your Feet” in tough situations

Executive Coaching

Assessment results may indicate a need for one-on-one coaching for leaders or for training programs that help company managers to coach their direct reports more effectively on a regular basis.

Executive coaching programs are administered individually or managers are “certified” in a proven coaching process to effectively support their direct reports and teams for high performance.

Step Four: Reinforcing the Process

Skill development and application is reinforced through monthly teleconferences. This supports the ongoing change in behavior necessary for leaders to move the company forward.

Step Five: Final Evaluation

Eight - twelve months after the development process, measures are applied to determine progress and goal achievement. We conduct focus groups to determine the behavioral changes and the accomplishment of goals and measurements for which leaders are held accountable.