Leadership Transition Program™ (LTP)

What is the Leadership Transition Program?

The transition from successful Individual Contributor to successful leader takes more than acquiring leadership skills; it takes a fundamental shift in mind set. From that point, each successive leadership role will not only require a shift in mind set but a fundamental shift in how the leader leads. The Leadership Transition Program™ has developed 4 separate courses based upon the fundamental principles in "The Leadership Pipeline".

Each 4 day course is designed to assist leaders in developing work values, time application, and leadership skills for their specific role. At each leadership Level, the leader will experience varying challenges and demands. The focus of the Leadership Transition Program is to help close the gap in transition from one level to the next.

The Program can easily be customized to capture an organization's desired leadership culture, existing HR tools, and practices. Participants must have at least six months in their current leadership level before attending the corresponding Leadership Transition Program® course.

How Can the Leadership Transition Program help your Organization?

The LTP facilitates a free flow of qualified leaders to fill the leadership pipeline

It is a critical element for driving performance and engagement that leaders in the organization know what is expected of them and obtain the required support to develop in that direction.

Leadership is not simply leadership. Each leadership level is a distinct new position that calls for adjusted work values and time application combined with new skills.

Inspires the leader to lead at the right level

By defining what is expected of a leader at each level, the LTP creates more effective leaders and better prepares them to take the next step within the organization. Defined skills and competencies at each level give the leader clear objectives to attain. Incorporation of the Multi-Source Development Survey, 360 in advance of each level of LTP participation gives the leader the information to learn and make specific measurable changes. Six months after LTP training is completed another Multi-Source Development Survey, 360 will be administered to measure leadership lift from LTP participation. This gives the organization a map of the leadership growth of the individual.

Creates an empowered and engaged organization

People join a company but leave their leader. Generally 75% of employees in an organization are individual contributors and thus report to Leaders of Others. The importance of having leaders at the Leader of Others level who have truly transitioned into their leadership role is critical to the overall engagement in the organization.

Who then is tasked with choosing the Leaders of Others? Leaders of Leaders play a significant role in driving engagement by selecting leaders with good leadership potential and developing them into capable leaders of others.

The 4 Levels of Leadership

1. Leader of Others

   Leader of Others is the management transition from Individual Contributor to front line Manager. This step in development requires first time managers to make a major transition from leading themselves into leading a group of others.

2. Leader of Leaders

   The role of the Leader of Leaders is focused on leading through leaders. Training at this level is often overlooked, while front line leaders often receive adequate training, it is assumed that skills learned while as a Leader of Others will easily adapt to this new role.

3. Functional Leader

   The role of the Functional Leader is to lead a function and contribute significantly to the development and execution of the strategy of their business unit. In many organizations this is the level where one or more entire divisions of the business fall under the responsibility of the leader.

4. Business Leader

   The role of the Business Leader is to lead a business unit. They are responsible for developing and executing the business strategy. The role of the Business Leader is complex, balancing short term profit and long term strategy, developing and executing the business unit strategy, and building the organization to support this strategy.

LTP Facts

• Separate courses designed for each level of leadership
• 4 Day Course (each day consists of 8 hours classroom work)
• Easily customized to integrate into existing HR tools and practices
• Includes (2) 360° reviews for each participant(1 prior to course, 1 six months after course)
• Organizations have the ability to train internal facilitators in the LTP

Click here to download the LTP Brochure.