Human Capital Strategy Development

Overview Focus Areas Frameworks & Tools Learning Programs Case Studies Insights

Business Acumen for HR, L&D, and OD Professionals

This program starts with an understanding of the business. Without business acumen and alignment to broader strategic priorities and challenges, HR professionals cannot have a seat at the table. This program will help participants develop the consultative skills to uncover business challenges and provide support.

Coaching for High Performance

This program provides managers with the skills and tools necessary to create high-performing teams by developing and stretching the capabilities of individual direct reports. This fosters an atmosphere of continuous improvement, achievement of ambitious performance goals, and personal growth.

The program helps managers:

  • Apply the principles of coaching and providing feedback

  • Engage in active listening to open up communication and create partnerships

  • Identify areas for skill and knowledge improvement

  • Instill the principle of accountability for development when an employee owns 100% responsibility for their own personal development and the manager owns 100% responsibility for supporting the direct report’s development

  • Evaluate the effectiveness of the direct report’s improvement as the basis for setting new, more ambitious goals

Developing High Performers

To drive talent development, managers require the ability to effectively prepare for and conduct development discussions with their direct reports. The program develops a manager’s capacity to:

  • Assess current performance against clear, mutually understood behavioral criteria and qualitative measures

  • Provide feedback on the direct report’s ability to demonstrate capabilities, skill, and knowledge

  • Assist the direct report with identifying and leveraging strengths

  • Assist the direct report in prioritizing opportunities for growth and development

  • Support direct reports in creating Individual Development Plans (IDPs) to improve current effectiveness and achieve future career goals

Leader-Led Learning Modules

WLH has created a suite of competency-based leadership modules that are designed to address specific, real-world business challenges. The modules can be easily facilitated by field trainers or managers with little to no special training. Leader-Led Learning is a proven and effective method of driving accountability for leadership development down to all people managers.

If your Learning and Development function is facing the challenge of driving leadership development with a limited budget, there is a proven and effective method that will meet this challenge.  Leader-Led Learning allows you to do more with less. Managers play an active role in developing their teams while also limiting time out of the field to attend training.

All of the LLL modules contain the instructions, materials, and pre-work needed for session preparation and easy facilitation.

These modules are designed to:

  • Minimize time away from the job (in as little as 20 minutes)

  • Focus on where employees learn best, on-the-job and with real business challenges

  • Provide an opportunity for managers to take responsibility for developing talent

  • Be sequenced over time to develop core capabilities or “stacked” for more intensive team work

There are modules designed to help teams learn how to problem solve and work together. They are organized by the following competencies:

  • Accountability

  • Alignment

  • Change Management

  • Coaching

  • Communication

  • Creativity & Innovation

  • Leading High-Performing Teams

  • Managing Costs

  • Problem Solving & Decision Making

  • Project Management

  • Talent Development

  • Values Clarification and Reaffirmation

Coaching and Talent Development Leader-Led Learning Modules:

  • Creating On-the-Job Developmental Experiences

  • Developing Coaching Excellence

  • Developing Colleagues Through Delegation

  • Developing Direct Reports Through Shadowing

  • Developing Excellent Performance

  • Developing Team Members’ Strengths

  • “Five Minute” Coaching

  • Maximizing Development Opportunities

  • On-Boarding New Team Members

  • Providing Effective Feedback– this one will link to a sample pdf of the module

  • Providing Timely Feedback

  • Sharing Talent with Other Functions / Business Units

Strategy Execution Leader-Led Learning Modules:

  • Analyze Competitive Challenges

  • Building Stronger Stakeholder Partnerships

  • Creating Win/Win Solutions

  • Identifying “Who Else Should Know”

  • Increasing Collaboration with Other Functions/Business Units

  • Increasing Collaboration with Our Stakeholders

  • Sharing Information

  • Taking Calculated Risks to Achieve Strategic Goals

Change Management Leader-Led Learning Modules:

  • Acting in the Face of Ambiguity and Uncertainty

  • Adapting to Change

  • Anticipating the Impact of Change

  • Risk Taking: Making Change Happen

Business Planning & Resource Allocation:

  • Best Practices for Business Reviews

  • Better Account Profiling leads to better stakeholder engagement

  • Building buy-in for effective business planning

  • Collaborating and coordinating with customer-facing field colleagues

  • Conducting a SWOT Analysis

  • Prioritizing Customers

  • Writing S.M.A.R.T. Goals and Action Plans

View our publication: Leader-Led Learning: Developing Capabilities, Fall 2014 – Focus Magazine, LTEN

View a sample Leader-Led Learning Module. The topic for the sample is “Alignment,” one of the many competencies listed above.

Leadership Development Programs

  • Breakthrough Thinking: Problem Solving and Decision Making

  • Building Trust, Candor, and Commitment

  • Building High-Performing Teams

  • Cross-functional Collaboration, Coordination, and Communication

  • Consulting Skills: Delivering Value to Your Internal Clients

  • Jump Starting Your Team

  • Managerial Courage

  • Execution Excellence

  • Influencing Without Authority Workshop

  • Process Improvement Training

Leadership Development Curriculum Design and Program Development

WLH has worked with a number of clients to design an overall leadership development curriculum. These efforts have either been stand-alone or extensions of other competency-related projects. WLH employs the following best practices:

  • Participants spend a majority of program time in self-managed, discovery-learning experiences, including challenging simulations and other “immersion activities” that require the production of high-quality team output under tight time frames

  • Participants develop actionable solutions in response to real-world challenges relevant to their businesses

  • Participants receive feedback from senior leaders and/or industry experts on their work product, behavioral effectiveness, group interaction, and leadership skills

WLH has designed and facilitated customized leadership programs on the following topics:

  • Building Trust, Candor, and Commitment

  • Building High-Performing Teams

  • Cross-functional Collaboration, Coordination, and Communication

  • Consulting Skills: Delivering Value to Your Internal Clients

  • Decision Making and Problem Solving

  • Execution Excellence

  • Influencing Without Authority

  • Jump Starting Your Team

  • Leadership Presence

  • Managerial Courage

  • Process Improvement

  • Strategic Thinking and Business Acumen

Performance Management: Effectively Conducting a Performance Review

One of the primary responsibilities of every people manager is the ability to deliver effective performance coaching and feedback. This program outlines more than the do’s and don’ts. The program provides managers with an opportunity to workshop specific scenarios related to addressing underperformance, handling crucial conversations, and reinforcing effective behavior. WLH will partner to customize this workshop to reinforce your organization’s performance management philosophy and processes.

Rx for Retention

Retaining talent continues to be a primary challenge for many organizations. Losing talent can put customer relationships and on-going business revenue at risk.

WLH developed a validated “predictor model” and blended learning solution to identify and retain at-risk talent. The Rx for Retention Program includes best practices for managing employees and reducing unwanted turnover. Participants will:

  • Understand the factors that impact employee retention

  • Explore the elements that contribute to strong manager-employee relationships

  • Use a “Retention Risk Model” to identify employees at risk of leaving the organization

  • Practice “re-recruiting” at-risk employees and “making a save”

Managers report that this program has contributed to retaining high-performing talent and “making saves”