Begin Building Your Own Executive
Development Curriculum

Tell us about your business challenges and any gaps you see in your talent development strategy for your executives.

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Executive Development Results

NEWELL RUBBERMAID

From Our Clients
“We’ve seen some pretty amazing results from our work with Blanchard. We’ve developed and promoted leaders into new positions, and we’ve increased the commitment internally to leadership development. The collaboration and support we receive is unlike anything I’ve experienced with other vendors. They have a robust understanding of our organization and the passion and drive to help us succeed.”

—Andrea Lawson, Director of Global Leadership Development, Newell Rubbermaid.

 

Executive Development

Cultivating the Aptitude and Ability of Senior-Level Leaders

Executives who feel that they have a complete grasp of the concept of leadership often have the basics covered, but fail to realize the need for a cumulative approach to developing themselves and their companies for the next step. The Ken Blanchard Companies provides executive development to executives, senior-level leaders, and high-potential leaders who want a comprehensive learning and development curriculum that encompasses the core building blocks for learners and their specific needs.

Common challenges facing today’s leaders include:


  • Building and strengthening the corporate culture 
  • Creating and maintaining a common leadership language
  • Supporting a "succession planning" process
  • Improving internal executive retention, placement,
    and promotion rates
  • Improving global knowledge sharing, networking, and collaboration across different business units
  • Developing executive competencies and knowledge of key business areas
     
Executive Development
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Cultivate Your High-Potential Leaders.

The need for leadership training does not stop at the top floor. Sometimes, the most critical links are the high-potential leaders within your organization. Often, they are people in critical roles who have high influence on processes, customer experience, and how things really get done. They are the influence points or change agents in your organization that form the building blocks of your organizational culture. Identifying who they are and initiating their executive development is a winning strategy for actualizing the Leadership-Profit Chain in your organization.

Bringing high-potential leaders together in a cohort-based learning environment can help raise the collective wisdom of the organization—giving each other greater understanding of the organization’s strengths and weaknesses and providing better cross-functional collaboration and problem solving. It also builds a common culture and a sense of community among rising leaders.

Defining a compelling executive development experience for high-potential leaders can be a point of differentiation for attracting and retaining talent. It can be a way to prepare your bench strength and secure a pipeline for succession. And it can also translate into a competitive advantage in terms of how your organization and your people present your products and services to your marketplace.

Leverage training and development time to solve a real business problem.

Building real work scenarios into your executive development curriculum is a way to leverage learning and development time to solve real business problems. By bringing your high-potential talent together in a cohort, you break down silos and raise the collective awareness of mission-critical initiatives. The personal bonding that occurs in this type of dynamic curriculum also helps to solidify a culture of problem solvers and create a culture of leaders.

Action Learning: Using Real Work Issues to Enhance Executive Development