Leadership Development Programme (LDP)

Platinum Leadership Programme

NEMLC LDP will adequately address the capacity building initiative of organisations to ensure sustainability and growth, as companies move forward to become more competitive.

All of our LDP programmes are uniquely designed to ensure organization relevance into the 21^st century through:

• Building human capital capacity
• Developing a pool of talented leaders to ensure sustainability and continuity
• Providing for succession
• Critical thinking initiative to respond to environmental dynamics

                                                                             Unique LDP Design

It must be noted that NEMLC LDP addresses current organization and industry specific issues and challenges – with informed and professional analysis to guide recommendations, and where necessary immediate implementation for business improvement.

The design and structure of the LDP will facilitate ongoing learning while allowing managers to perform their day to day activities.

Here is an outline of what is included:

• Pre-assessment to determine competency gaps
• Each module has its own detailed training plan; outlining aims, objectives, content, methodology and relevance.
• No more than two modules will be conducted at any one point in time
• Maximum 3 hour sessions – time can be adjusted depending on organization’s request
• Sessions done during working hours or on Saturdays (A mixture of both weekdays and Saturdays can be accommodated) – both in person and online
• No travelling time and time away from office – no loss in productivity
• Tailor-made LDPs designed to implement over a 3, 6, 9 or 12 month period (flexible to other durations)
• Immediate application of knowledge throughout programme
• Certificate of Completion (Based upon preset Attendance and Assessment Criteria)
• No more than two sessions per week
• Ongoing mentoring and coaching
• Modular Implementation plan
• Bi Monthly Reporting
• Post LDP Final Report
• 360 degree assessment – pre, outcomes, modules, facilitators
• Hands on practical strategic assignments – inclusive of evaluation and recommendations

Individual Module Training Plan

Each module is accompanied with an Individual Module Training Plan which highlights

• Module Name
• Module Aim
• Module Objectives
• Module Content – Areas to cover
• Methodology for each area
• Contact hours
• Relevance – In line with objectives and expected outcomes

360^o Participants Assessment

Pre- assessment – all participants, all modules

A major feature of the Leadership Development Programme is the Pre-assessment.

There will be a pre-assessment for each participant on each one of the NEM Modules.

LDP Outcomes Assessment

Using a carefully designed scenario, each participant will be required to demonstrate leadership application in all of the selected modules to satisfy the Overall Outcomes of the programme.

Modules Assessment

Using the objectives from each one of the selected modules, participants will be required to demonstrate their ability to apply knowledge, skills and technique to solve organizational challenges – this process contributes to the development of the all-round leader/manager.

Facilitators Assessment

As part of our quality control measure, consultants/presenters will be independently assessed by participants on their ability to deliver material to achieve LDP objectives.

Participants Feedback and Reporting

NEMLC unique LDP design provides for ongoing “mentoring and coaching” for each participating manager / leader.

Objectives / Expected Outcomes

From our expertise in Leadership Development, we envisage the LDP Objectives to be:

• Expansion of the talent pool of mangers/leaders
• Alignment of leadership development along the lines of strategic priorities
• Develop skill set and competencies of all LDP participants
• Development of Leadership capacity
• Link leadership development with strategic deliverables
• To provide for succession, continuity and sustainability
• Enhance the performance of the organisation

What others said after participating in an NEMLC LDP

• “Professionally I can now apply the theory to any environment. Strategic planning is now a structured approach and can be easily put into perspective. I benefited tremendously and look forward to planning and executing any strategic plan.”

• “My overall take away is that what we do daily, every one of us, no matter which department we function, our actions shape the organization therefore our actions must always seek to improve the organization.”

• “The module was very eye-opening. The constant involvement of all participants ensures that we understand the need for strategic management. Additionally, we are able to voice our concerns and ultimately foster a better organisation.”

• “Extremely beneficial, as it now allows me to focus on developing staff in the context of their personal development, at the same time achieving organizational goals. Professionally I consider the effects of my actions on staff before making proposals to senior management.”

Value Proposition

The Value Proposition of the Leadership Development programme is based upon the realisation of the outcomes of the programme which we envisaged to be:

Managers/leaders expected to:

• Understand their role as managers / leaders
• Effectively engage in develop staff through coaching and mentoring
• Effectively manage the financial resources of the organisation
• Assume cross functional roles in the absence of other managers / leaders or team members
• Expand and develop the organization to remain relevant

Immediate LDP Benefits

Based on our experience in the execution of Leadership Development Programmes and our expertise in human capital development, there are immediate benefits to be derived during implementation of the LDP programme:

• Increased level of awareness on subject matter
• Context is established to give perspective on topics relative to one’s organisation
• Identification of practices that restrict development
• Acknowledgement of practices that need to be unlearned
• Greater understanding of one’s role, level of influence and impact
• Clears the way and opens the door for effective change management
• Encourages buy-in to the organisation’s Vision, Mission and Objectives
• Creates the environment for knowledge transfer
• Increases confidence in practicing the new learning
• Staff become more engaged in contributing and finding solutions
• Participants develop greater business acumen and are of greater value to the organisation
• Change management occurs with less friction

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