Co-create the program with cross-functional stakeholders, grounded in their real-world contexts
Approach the relationship as a collaborative partnership. Mutual trust and co-creation lead to deeper impact.
Engage leaders across functions early in the design process to align with strategic goals and work realities.
Design the program as an enabler of transformation, beyond a talent initiative.
Identify high-potential talent & define critical capabilities
Map out internal talent pools with the potential to lead transformation—across geographies, generations, and departments.
Define the leadership traits and strategic capabilities needed for the future—based on where the organization is going, not just where it’s been.
Align development pathways with succession planning and key business priorities to ensure real organizational impact.
Tailor a learning program rooted in real business challenges
Design a modular, flexible learning journey combining workshops, peer coaching, expert input.
Encourage participants to apply new tools and mindsets immediately in their roles.
Integrate Business Challenges sourced from executive leadership—giving participants the chance to solve problems that truly matter.
Involve senior leaders as mentors and sponsors to cascade insights and reinforce culture change.
Director Leadership Development & Intrapreneurship, The DO
