3-Legged Stool Approach to Developing Leaders

I call it my three legged stool approach, right? So, something that's a big part of our program is self insight at every level. You can't lead your others until you can lead yourself. So, we've built that into the program with science based and signals based assessments. Something again DDI taught us. Not only what are predictive things that we can look at, but what are the actual behaviors. So, we use the 360 tool with competencies from DDI. We do that extended learning journey. That's also different. It puts them in a place where they can practice and use what they're learning back on the job and then reinforce it so that it becomes habit. And that's where the results are really coming from. And then the third thing that we've added in, the third leg of that stool is coaching. You know, I consider coaching a force multiplier in leader development. It's helping with that transfer of learning back to the job. It's helping individuals put it even more in context with their role and what they're facing. And it helps sustain that change once they get back on the job. And I think that's the biggest difference we're seeing is habit forming, not just behavior change, but habit forming and results coming from those habits.