Reimagining leadership. Awakening possibility.
Leadership matters disproportionately. - Natalie Maroun
EMBRACING A NEW LEADERSHIP PARADIGM
The Performance Agency’s Leadership Development Model is rooted in a new leadership paradigm that emphasises the importance of setting meaningful, individualised goals that resonate with every person’s meaning schema.
When leaders have clarity about their purpose and meaningful goals, they are more motivated, focused, and driven to achieve them. This is essential for their overall growth and success as leaders.
THE PERFORMANCE CHALLENGE
Hybrid work. The mental health crisis. Rapid digitisation. The values revolution.
Around the world, organisations are being forced to re-engineer their approach to work, wellness and engagement to deliver impact and sustainability.
And they are realising: Cookie cutter, one-size-fits all leadership development programmes are incapable of growing the uniquely empowered, motivated and actualised leaders our increasingly complex world of work demands.
Against this backdrop, we were asked to design and implement a blended, immersive leadership development programme for Absa Life that would unleash and amplify leadership potential, and create resilient and robust talent bench strength in the organisation.
OUR ONE-SIZE-FITS-ONE APPROACH
We know that leadership is a deeply personal journey.
Therefore, our solution aligned strategic intent with our delegates’ individual learning schemas, or the mental models through which they interpret and assign meaning to their experiences, beliefs, values, and goals.
Drawing on our one-size-fits-one approach to leadership development, we designed and delivered an immersive, multi-modal leadership development experience that recognised the unique intrinsic motivators of each future leader.
THE SOLVE
In order to meet Absa Life’s unique requirements, our solution focused on empowering future leaders in the Personal Mastery, Culture and Strategy space.
To ensure that all learners were fully onboarded, inspired and committed to the journey, we kicked off the programme with an immersive, in-person experience.
The journey then moved into a phase of data gathering on each unique learner, ensuring that we were able to measure our collective and individual progress.
Our blended learning experience consisted of three key modules, rolled out over a 12-month period, that included an immersive Masterclass, online learning, action-based individual assignments, coaching, group coaching and mentoring with line managers.
THE IMPACT
Leadership, like performance, is a demonstrable impact game.
To assess growth, we tracked the progress of each inidividual delegate across multiple data points, as well as conducting a multi-rater assessment.
Did we manage to grow bench strength with actualised, impactful leaders-in-waiting?
The numbers don't lie.
12 delegates. 8 promotions. 6 interviewed for new roles.
100% of delegates inspired to show up as the best versions of themselves.