TLP Programmes

Customised Leadership Development Programmes

Leadership is hugely important for organisations and the speed of change in today’s business environment means that leaders need to acquire relevant knowledge and skills as early as possible in their careers. To ensure relevance and tangible outcomes, leadership development programmes need to reflect the unique context of the organisation

Developing board members, executives, leaders, managers, and key staff can require a variety of formats:

  • Modular Interventions where learning takes place in programmes that range from days to months in duration.
  • Action Learning where learners are exposed to critical business challenges that they need to resolve via external subject matter expertise support.
  • Immersions where learners are exposed to competitors, other companies, NGOs, or other societal groups that impact and empower them to take action.

TLP client stories will tell you more about our executive development interventions. Our vast experience developing executives has taught us the following.

Executive Development works well when the following takes place:

  • The client obtains senior leadership engagement and buy-in into developing executives and expected outcomes
  • The client and TLP enter into a partnership to conduct a thorough and future oriented needs analysis which considers corporate history, culture, current pressing challenges, and future scenario planning
  • The client and TLP anticipate potential reactions to executive development interventions, suspend assumptions and listen to feedback from pilot programs, generate relevant options to move interventions forward, and more importantly, co-decide the thresholds by which leaders and the status quo need to be challenged
  • Impact enters into the equation to evaluate return on learning

Executives learn best and ask for more when the following takes place:

  • When an outsider to the organisation is able to offer perspective and challenge company insiders to experience, think, and act differently
  • A peer to peer learning ecosystem is enabled and encouraged whereby leaders learn from leaders and not necessarily from outsiders
  • An intervention has a very strong and clear connection to current business challenges and aspirations for the bottom line when there is space, time, and support to reflect

Innovation in Executive Development includes:

  • Taking leaders outside of their daily routine and connecting them with suppliers, customers, competitors, and critical stakeholder realities
  • Learning from the needs of younger generations, the future consumers
  • Scenario planning and simulating a chain of events to decide on a course of action
  • Building awareness on employee health and performance

Customised Leadership Development Programmes

Leadership is hugely important for organisations and the speed of change in today’s business environment means that leaders need to acquire relevant knowledge and skills as early as possible in their careers. To ensure relevance and tangible outcomes, leadership development programmes need to reflect the unique context of the organisation.

Developing board members, executives, leaders, managers, and key staff can require a variety of formats:

Modular Interventions where learning takes place in programmes that range from days to months in duration. Action Learning where learners are exposed to critical business challenges that they need to resolve via external subject matter expertise support. Immersions where learners are exposed to competitors, other companies, NGOs, or other societal groups that impact and empower them to take action. TLP client stories will tell you more about our executive development interventions. Our vast experience developing executives has taught us the following.

Executive Development works well when the following takes place:

The client obtains senior leadership engagement and buy-in into developing executives and expected outcomes the client and TLP enter into a partnership to conduct a thorough and future oriented needs analysis which considers corporate history, culture, current pressing challenges, and future scenario planning the client and TLP anticipate potential reactions to executive development interventions, suspend assumptions and listen to feedback from pilot programs, generate relevant options to move interventions forward, and more importantly, co-decide the thresholds by which leaders and the status quo need to be challenged impact enters into the equation to evaluate return on learning.

Executives learn best and ask for more when the following takes place:

When an outsider to the organisation is able to offer perspective and challenge company insiders to experience, think, and act differently a peer to peer learning ecosystem is enabled and encouraged whereby leaders learn from leaders and not necessarily from outsiders an intervention has a very strong and clear connection to current business challenges and aspirations for the bottom line when there is space, time, and support to reflect

Innovation in Executive Development includes:

Taking leaders outside of their daily routine and connecting them with suppliers, customers, competitors, and critical stakeholder realities learning from the needs of younger generations, the future consumers scenario planning and simulating a chain of events to decide on a course of action building awareness on employee health and performance

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