Case Study: A Real-Life Organization Development/Human Capital Development Consultant Contract

You have been named a consultant finalist in the creation of a Global Leadership Development program for a major pharmaceutical company. The intent of the program is to build the pipeline of future leadership talent in anticipation of business growth through acquisition. This is a highly confidential program.

The focus of the program is on the development of coaching and counseling skills for the entire global leadership team; a target audience of 800 key managers. There will be 20 identical sessions of the program and each session of the program will have 40 participants. The strategy is to develop the coaching and counseling skills of managers and they in-turn will develop direct reports who have the greatest potential for increased responsibility.

Your task:

Develop a 2 days long outline of the program to senior management who will determine whether you will receive the contract; valued at $950,000 US dollars.

Your program outline should incorporate the following components:

expectancy theory

elements of goal setting

reinforcement theory

adult leaning theory

modeling

analytic (tools and assessments)

interactive (opportunity to practice new skills and apply tools)

recommendations to ensure transfer of training to work place

program evaluation

modeling

Each program participant should leave the program with a personal action and development plan.

Other considerations:

Video clips can add immensely to the impact of any program. View the Gettysburg video clip. Where would you use Gettysburg in the training program design?

When would you insert lectures, group exercises, case studies or simulations in the design?

You also have the option of outside speaker(s) to drive home a learning point.

Finally, what are your recommendations to ensure the transfer of training back to the job? (i.e., more coaching and counseling practices) and overall program evaluation. Senior management is keen on knowing what other metrics might be used besides ensuring that greater numbers of leaders are readied for future opportunities.