A well-established software entity constantly challenged to stay ahead. Its competitive edge is in creative product development while maintaining a reliable line of offerings.

Two directors were concerned that their managers were unprepared to move into higher management and assume greater responsibility.

Succession planning was a gap in their management strategy that they wanted to remedy.

We initiated a focused, 2 1/2 hour lunch/learning session every two weeks for six months. This brought the management team together on a regular basis. Each session we introduced a new tool or technique to the group and spent the first hour reviewing; the remaining time was spent applying the tool to a specific situation the managers were challenged with. At the end of the six month period, the managers wanted feedback on their individual skills to identify specific needs for further individual development.

We administered a 360 feedback process, using 20/20 Insight GOLD that we customized to this group, We reviewed each report one-on-one for insights and developed an Individual Development Plan for each manager. Eight coaching sessions guided each manager for putting their IDP into action.

One of the directors learned for the first time what his vice president wanted of him and was able to create an Individual Development Plan to meet those expectations. He was soon asked to lead an even larger team and did so successfully as evidenced by the productivity of his team.

Another manager who had been identified for demotion prior to the program, changed her management style significantly and practiced the many tools and techniques she had learned. A year and a half later, on becoming a member of a ten manager team, the manager informed me that she was considered the stongest and most productive leader/manager in this tenmanager group.

A third manager wanted to become a director. We developed resources to support that move, interviewed current directors about what it takes to advance to that role and within 6 months from beginning of his coaching, he was promoted to a director position.