Corporate Leadership Training

Leadership Transitions

The transition or growth of leaders in an organization can be divided into 4 major steps:

• Transition from a team member to managing others requires a series of new behaviors which actually are very different from a good individual contributor , doing your own work versus getting work done through others often requires a change in both skills and mindset
• Transition from a Team leader to Manager of Managers or what we can call an emerging leader requires him or her to again change his or her behavior with a greater focus on coaching , being supportive, focusing on managing processes and being more systemic in his thinking
• Transition from a Manager of Managers to a Department/SBU head again changes the very competency set which brought him success where at this level you have to set policies , implement culture and become far more strategic and systemic rather people centric
• Transition from a dept head to a Business head of course again requires a mindset of alignment , looking at the external environment and building competitive advantage

Training Interventions

Each transition requires a change in leadership behavior and capability. Leadership training can be categorized into:

• First-time Manager Development
• Emerging Leader Development
• Strategic Leader Development
• Business Leader Development

The MEHR Model for Leadership Behaviors

This model outlines competencies across:

Approach to Successful Leadership Training

Step 1: Identify Critical Leadership Behaviors

These competencies evolve as leaders progress, beginning with advanced leadership thinking appropriate to their stage of growth, and extending to personal and self-management capabilities that strengthen with experience. Equally critical is the ability to influence others effectively, manage performance with increasing accountability, and build systems that sustain organizational success. Together,these dimensions form the foundation of a comprehensive leadership framework that equips managers to lead with clarity, adaptability, and long-term impact.

Step 2: Analyze Strengths and Gaps

The Criticality Analysis for ABC Company highlights how various leadership and organizational competencies—such as communication, quality care, vision, change management, and result orientation—differ in their impact on employee engagement and organizational performance, helping leaders prioritize focus, promotion, monitoring, and maintenance strategies.

Step 3: Build the Training Program

After identifying leadership behaviors, design a focused training program in collaboration with internal trainers or external experts.A good program should:Cover only key, practical, and usable concepts.Balance affective (attitude), behavioral (skills), and cognitive (strategies) learning.Use varied approaches such as case studies, roleplays, psychometrics, and reflective exercises.

Step 4: Measure the Impact

The effectiveness of leadership development must be assessed beyond the training sessions. It begins with participant feedback immediately after the program (Level 1), followed by evaluating project completion rates and quality of outcomes (Level 2). Finally, the most critical measure is observing behavior change in participants 2–3 months later, which can be tracked using a simple behavior assessment chart (Level 3).