Aligning perspectives on future leadership development

This session focuses on clarifying how the organization defines its next-generation leaders and what kind of leadership will be required to support future business and organizational needs.

Rather than emphasizing evaluation or short-term performance, the session takes a mid- to long-term perspective, exploring the roles, expectations, and capabilities the organization aims to develop in its future leaders.

The session emphasizes establishing a shared foundation for leadership development, moving away from individual assumptions or implicit expectations toward a clear and commonly understood development focus.

• Clarify the underlying assumptions that guide next-generation leadership development
• Define the desired future leadership profile and expected roles
• Establish a shared language for leadership development across the organization

• Clear articulation of the roles and perspectives expected of next-generation leaders
• Alignment on the overall direction of leadership development
• A shared framework for viewing talent from a mid- to long-term perspective

• Identify the type of leaders needed to support the organization’s future business and strategy
• List common characteristics observed among individuals perceived as having strong leadership potential
• Reflect on situations where the direction of leadership development felt unclear

Intentionally structuring growth opportunities

Building on the next-generation leadership profile defined, this session explores how leaders can be developed through intentionally designed experiences and opportunities.

Participants examine how training, mentoring, role assignments, and project-based experiences can be combined to create a coherent and planned development journey.

The session focuses on moving beyond ad hoc or individually driven development toward a more structured and intentional approach.

• Develop a structured perspective on next-generation leader development
• Clarify how to intentionally design and sequence growth opportunities
• Define the roles of HR and other stakeholders in supporting development

• A clear overview of the next-generation leader development approach
• Clarity on how different development opportunities can be combined effectively
• Direction toward a development design that does not rely on individual discretion

• Review current development opportunities provided (e.g., training, assignments, roles)
• Reflect on experiences that contributed to growth and those that did not
• Identify development opportunities that should be intentionally designed going forward

Ensuring development does not become a one-time initiative

This session focuses on how next-generation leader development can be effectively operated and sustained over time.

Participants explore how to track progress, coordinate among stakeholders, and periodically review development efforts so that development does not become individual-driven or inconsistent.

The session deliberately distinguishes leadership development from performance management and evaluation, focusing instead on how development itself can continue to function as an ongoing organizational practice.

• Build a perspective on sustaining leadership development over time
• Clarify the roles of those involved in supporting development
• Understand common reasons why development efforts become ineffective or symbolic

• A clear operational perspective for sustaining next-generation leader development
• Clarity on how to regularly review and adjust development efforts
• A stronger organizational foundation for continuous involvement in leader development

• Reflect on past leadership or talent development initiatives that stalled or lost momentum
• Identify factors that prevented those initiatives from being sustained
• Consider what conditions or practices would be necessary to sustain development over time

For information on session schedules and how to register, please visit the page below.