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	Succession Reimagined	Leadership Development Program (LDP)®	Leading for Organizational Impact
	Description
Description	Working session that brings HR leaders and senior teams together with our experts to rethink leadership readiness and strengthen succession planning as a strategic organizational capability.	Comprehensive, whole-person development that strengthens the abilities of leaders to understand themselves, manage complexity, balance competing priorities, and collaborate — up, down, and across the organization — to drive tangible results.	Comprehensive, personalized development for senior leaders, featuring our world-renowned business simulation, enhancing their ability to lead while balancing tactical concerns with strategic priorities and improving decision-making.
	Leader Level
Leader Level	Senior leaders	Mid-level leaders	Senior leaders
	Leadership Scope
Leadership Scope	Leading the organization	Leading managers	Leading the function
	Who Should Attend
Who Should Attend	HR & executive leaders responsible for leadership continuity (senior teams encouraged)	Experienced leaders, mid-level managers, directors, and leaders of senior professionals	Senior leaders of business units, departments, divisions, or regions
	Format
Format	In person	In person Live online	In person
	Duration
Duration	2.5 day working session	5-day intensive, within a 5-month journey	5-day intensive, within a 6-month journey
	Includes
Includes	Research-based curriculum on succession strategy including 70-20-10 framework and a focus on immediacy, continuity, and generativity to foster readiness Hands-on practice applying new skills to a real-world succession challenge Facilitated organizational follow-up	360-degree assessment + 2 self-assessments Research-based curriculum on the skillsets and mindsets required to lead from the middle Hands-on practice applying new skills to a real-world challenge 5 hours of one-on-one coaching	360-degree assessment + 1 self-assessment + HiFi Conversation Analytics™ Research-based curriculum on senior leadership skills using our world-renowned Looking Glass, Inc.® business simulation Hands-on practice applying new skills to a real-world challenge 6 hours of executive coaching
	Location & Cost
Location & Cost	Americas: $5,950 USD EMEA: €5,688 EUR	Americas: $8,250 USD APAC: $11,500 SGD EMEA: €7,750 EUR	Americas: $10,950 USD APAC: $14,500 SGD EMEA: €9,950 EUR
	Challenges Addressed
Challenges Addressed	Developing a clearer view of one’s leadership legacy and how to prepare others to carry it forward Transmitting wisdom, judgment, and experience to other leaders Capturing wisdom and transferring it to multiple successors Embedding leadership readiness conversations at every level Building a leadership network for whatever comes next Identifying succession risks, gaps, and bench strength	Recognizing opportunities for growth and developing both the ability and the courage to overcome perceived personal limitations Adjusting interpersonal style to be more effective and build stronger leadership relationships Cultivating the mindsets of curiosity, compassion, and courage to lead in a complex and changing world Tackling new, broader, and / or ambiguous responsibilities while managing competing priorities Creating the context needed for team performance by motivating people and managing the work; providing direction and accountability; and coaching, mentoring, training, and retaining staff Expanding skills in communication, strategic thinking, and leadership presence Influencing cross-functionally, building leadership credibility, and strengthening organizational networks Fostering healthy cultures where people can work efficiently, adapt, and thrive Delivering business results, improving processes, and using limited resources effectively in the midst of change and disruption	Increasing self-awareness and understanding of interpersonal blind spots to better navigate complex challenges at scale Building credibility, confidence, and trust as a senior leader while enhancing approachability and organizational visibility Learning to engage in shared sense-making to improve strategic decision-making alongside executive peers Transitioning into a new role with different responsibilities, new people, and new geographies to manage Creating a talent pipeline with strategies and structures to facilitate hiring, development, and succession planning; navigating resource constraints on employee development while filling current talent gaps Thinking and acting strategically, spanning boundaries, doing more with less, innovating, and influencing the organization to accept new processes Leading through tense and complex situations as external conditions and internal drivers rapidly shift; building trust among diverse stakeholders, managing internal politics, and influencing upper management Maximizing new growth opportunities in the context of both maturing markets and disruptions
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