Case Study:

Challenges Faced

A global engineering consulting was seeking a global partner to design, deliver and deploy a world-class leadership development program for their best and brightest leaders. Specifically, they were seeking to:

• Participants with the critical business and management skills that support organizational culture and operations
• Build a common language of leadership
• Enable opportunities for participants to build a network of high-performing peers
• Develop a more robust talent pipeline and leaders with the potential to move into senior roles
• Focus on delivering long-term behavioural and skill-based improvements across management
• Leverage technology for a streamlined and engaging learning experience catering to a global audience

Solutions Implemented

Our team collaborated with the client’s Senior Leadership Team to co-design and implement a customized six-month blended leadership development program and deploy in 3 regions across the globe over 12 months. The program featured a range of components based on high-impact and relevant content topics to address the identified capability gaps through a blended learning design and organization-specific program elements. The program included one virtual instructor-led event, two in-person multi-day retreats, ongoing coaching support, peer learning group interactions, and select Harvard ManageMentor courses. Key content topics included strategic thinking, leading diversity, client orientation, authentic leadership, high-performing teams, finance essentials, influence and impact, and more. Cinga partnered with key executives to design and deliver organization-specific program elements on Attracting and Cultivating Talent, Strategic Planning, and Finance Essentials to ensure alignment with the firm’s unique needs and goals.

Results Achieved

100% of participants said the program benefitted their development, that they felt more engaged, motivated, and better-equipped to support their teams as a result of the program. 100% of leaders noticed an increase in engagement from their employee following program participation, and 83% of participants said their performance improved as a result of the program. Participants expressed appreciation for the opportunity to form connections with colleagues across the business, made possible through the program. Executive leadership presence and opportunities to connect with cohort members were repeatedly noted as valuable components of the program. 100% of the cohorts and their managers reported an increase in capability of focus areas participants were coached on and all leaders surveyed noted saw participant improvement on leadership competencies. Notable increases across regions in confidence on financial acumen were observed, identified as a critical development area, indicating program success.

Cinga continues to be engaged in targeted solutions to support a culture of mentoring and coaching within the organization. This demonstrates the program’s lasting impact on fostering continuous learning, skill development, and a leadership culture aligned with the firm’s strategic objectives.

In summary, our collaboration with the organization resulted in a tailored leadership development program that not only addressed capability gaps but also created a foundation for sustained excellence in leadership across diverse regions. The success of the program is evident in the active engagement of participants and the ongoing commitment to a culture of mentorship and coaching within the organization.