These stories highlight specific work, and are not intended to fully describe the work VanArsdal and Associates can do in any one category.

For more information, please contact Al VanArsdal at info@helpingchange.com

Leadership Development

Al and his associates worked with a medium-sized company to build a leadership development process, as a way to create a strong values-based culture across the geographically dispersed organization:

The first step was working with all levels of leadership to identify broad ‘leadership values’, and more specific competencies, knowledge, and qualities that defined what people needed to be successful leaders in the organization. This work was accomplished through a couple of cycles of group meetings, individual interviews, and content analysis.

The next step was to work with Human Resources (the process owner for leadership development) to identify the specific key components of the process, in the areas of assessment, individual development planning, specific development activities/programs for all leaders and for targeted groups, mentorship and coaching, a high potential program, and ‘leadership planning’ components (succession planning, job rotation experiences).

The consultants then coached HR professionals in developing a time-phased plan for implementation of the program (in this case, starting with education around the leadership requirements, self-assessment, and ‘universal’ programs for all leaders). A five-year plan and budget was prepared and approved by senior leadership as the program began implementation.