i.
Discuss company details, target group information (status, seniority, demographics, background, etc.)
ii.
Conduct needs analysis (competencies to be developed)
iii.
Define project deadline
iv.
Identify project team members
v.
Provide biographies of LDP trainers and coaches
i.
Define program time limitations
ii.
Design program content (modules and duration)
iii.
Conduct needs analysis (including focus group studies if needed)
iv.
Align with HR or program coordinator
v.
Plan logistics and location
vi.
Implement ROI V Model—First 5 steps
i.
Define program time limitations
ii.
Design program content (modules and duration)
iii.
Conduct needs analysis (including focus group studies if needed)
iv.
Align with HR or program coordinator
v.
Plan logistics and location
vi.
Implement ROI V Model—First 5 steps
i.
Send personality inventory links to participants
ii.
Prepare personality reports for all participants
iii.
Include additional tests (emotional intelligence, motivation, numerical/verbal reasoning) if needed
i.
Distribute a folder with materials to read, watch, and listen to two weeks before the LDP starts
i.
Deliver the LDP as planned, face-to-face
i.
Plan six coaching sessions (each 60 minutes) for all participants
ii.
Use coaching sessions to guide participants in applying their knowledge in the workplace
iii.
Option to conduct coaching sessions online
iv.
Increase the number of sessions if needed
i.
Prepare a report covering observations during the program delivery, share with HR or program coordinator
i.
Plan follow-up meetings every three months with HR or program coordinator to collect feedback on the LDP's impact
ii.
Prepare ROI of the LDP if required
We delve into the ever-evolving landscape of talent management, D&I and leadership with visionary HR leaders from all around the world.
We invite HR leaders to discuss the current and future trends globally. Stay tuned to keep yourself up-to-date!
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