Success Stories

Leadership Development

Large Services Organization

Leadership Development


Client was challenged with an IT organization of managers/directors who had never been through formal leadership (or even manager) training. There was significant disengagement of their employees, lack of leadership competency and behavior and performance indicators were suffering as a result. 

Every 8 seconds a baby boomer is retiring. This coupled with the “War on Talent”, diminishes true leadership capabilities that drive success in business. There is a wealth of knowledge leaving the organization with the baby boomers retiring. The challenge is getting the next-gen leaders (and those that were appointed without any formal development) skilled and ready to lead effectively.  

Our Solution

AMP it up

C4G implemented its AMP program (Accelerated Management Program) that is a combination of many different learning experiences across many different relevant and “next-gen” topics that include a variety of learning mechanisms that serve the various learning styles:

  • DISC and EQ Assessment

  • eLearning

  • Reflections

  • Social

  • Classroom

  • Panel Discussions

  • Excursions

  • Labs

Our Curriculum

  • Leading with Emotional Intelligence

  • Values, Purpose and Vision

  • Personal Branding

  • Writing in the Digital Age / Creating compelling presentations

  • Data Analysis /Presentations

  • Business Case Challenge – this was a group challenge to be done as teams outside of class

  • Coaching for High Performance

  • Effective Delegating and Follow up

  • What does it mean to be an effective manager at the client company

  • Workflow Planning

  • Leading through influence

  • Collaborating across the organization 

  • Anticipating and managing changing priorities

  • EAR – Engaging, Acknowledging and Rewarding

  • Fostering Innovation

  • Creative Problem Solving – Design Thinking

  • DeBono’s Six Thinking Hats

  • Innovation Challenge – Company challenge

  • Met with participant managers to review the curriculum and THEIR role in helping them apply the learnings in a true setting

  • Met with participant mangers every 8 weeks to see if they were applying what they learned effectively and helped coach the managers on engaging the participants in daily challenges that would help apply the learnings

  • Bring real situations into the classroom

  • Facilitated learning between participants

Our Impact

  • Done over six months to give them the ability to learn, apply, learn, apply – not all at once where retention

  • Started in IT Directors

  • Have moved it to all Managers

  • HR is adopting the program as the “leadership development” program for the client

  • 25% more internal promotions within the IT department

  • Better recruitment and retaining of top talent

  • Better employee engagement and culture – IT increased their overall engagement score by 12%