Leadership Development

ODRL has crafted leadership competency frameworks that form the basis of designing leadership development centres. We have significant experience of designing simulation exercises, behavioural event interviews, 360° questionnaires and psychometric assessments. The process is followed up by providing one-to-one feedback to the participants with a view to developing personal development plans.

Examples of organisations include international development organisations, insurance, local government, charities, universities.

Leadership Development Centres - International Development

This project was designed around 6 behavioural competencies and included data from direct observation of simulation exercise, presentation, analysis of a case study and interview. Other sources of information included a detailed 360 report and Occupational Personality Questionnaire. The role of the facilitator was to observe, review and provide feedback to participants in terms of their performance in each of the 6 competencies. The process was concluded by a detailed feedback session (around 2-2.5 hours) on the overall themes emerging, agreeing a personal development plan and summary report. 

Training & Development Programmes (Retail, Manufacturing, Local Government, International Development)

Cross Cultural Diversity/Communication

The aim of the training programme was to develop an in-depth knowledge and understanding of cross-cultural differences and their impact on communication and working practices. Furthermore, the programme also covered skills to develop open communication processes and assertion to deal with differences effectively.

Team Values

The aim of this process was to develop shared team values that were aligned to the mission and strategic objectives of the team. The workshop was an interactive one; participants had the opportunity to contribute to the process.

Team Development

This programme was implemented over a three-month period and entailed one-to-one coaching of managers, diagnosing team climate and conducting team building with the whole Team. 

Planning for Retirement

The aim of this programme was to enable people to make effective transitions from work to life beyond. The processes used enabled people to consider decisions in an informed manner and much of the programme was focused on taking a proactive approach to major transitions such as retirement.