Accelerated Leadership Development Program (ALDP)

Designed for High Potential (HiPO) Leaders

Introduction

Talent management represents an organization’s efforts to attract, develop, and retain skilled and valuable employees. The goal is to have people with the capabilities and commitment needed for current and future organizational success. This includes the high potentials who are the “nextgen” or future leaders. An organization’s talent pool, particularly its high-potential managerial talent, is often referred to as the leadership pipeline.

A leadership pipeline is expected to deliver the “next generation” of leaders. The payoff is a supply of leadership talent that simultaneously achieves targets, strengthens and protects ethical reputation, and navigates transformational change in pursuit of a bright, competitive future.

In a highly disruptive, digital, and VUCA-driven era of the Fourth Industrial Revolution (also known as Industry 4.0), these upcoming leaders need to have a broader skillset, one that equips them to think and act globally. Conventional leadership development practices are no longer adequate. Organizations globally need to incorporate the next-generation leadership competencies to address the development needs of their upcoming leaders.

Baby boomers are stepping into retirement in growing numbers. This means that companies are starting to lose institutional knowledge and experience, not to mention an entire section of leadership. While there is still time to get younger generations of high-potential employees up to speed on managerial leadership tasks, it is crucial to remember that executive development, including training and coaching, is not something that should be an afterthought but a carefully planned and calibrated strategy to ensure the sustainability of the organization.

The current leadership needs to identify potential leaders and allow them to make decisions about important tasks while coaching and mentoring them through the leadership challenges that the baby boomers have been through. Preparing for an effective leadership transition will ensure that potential pitfalls are foreseen and avoided, making way for a smoother change of hands later.

The Transition Coaching™ Framework (See Figure 1), developed by the Centre for Executive Coaching (CEE) with the complete transition coaching process provides newly promoted HiPO leaders with the guidance to take charge of their new situation, achieve alignment with the team, and ultimately move the business forward (Bawany, 2023)

The “transition readiness assessment” is designed for the evaluation of the best practice leadership competencies that HiPO leaders must demonstrates, which includes the ability to envision the future, agility, ESI skills such as empathy and relationship management (social skills), cognitive readiness, critical thinking, engagement, agility and adaptability, innovativeness and courage to experiment, and resilience, among others.

Figure 1: The Transition Coaching™ Framework

Reference: Sattar Bawany (2023), Leadership in Disruptive Times: Negotiating the New Balance. Business Expert Press (BEP) LLC, New York, NY. Further details are available at: https://www.disruptiveleadership.institute/second-edition-book/

About The Program

The Accelerated Leadership Development Program (ALDP) is a customized, comprehensive, and highly experiential workplace executive development journey designed for leaders who are ready to step up and make an impact. Built on an action-learning approach, ALDP goes beyond theory by moving participants from analysis to action — with a strong emphasis on applying insights immediately to real-world challenges.

What sets the program apart is its unique blend of intensive learning modules, immersive lectures led by global thought leaders, on-the-job leadership challenges, and guided personal development exercises. Participants are not passive learners; they are immersed in an environment where they can test, refine, and strengthen their leadership capabilities while addressing actual organizational issues. This ensures that the lessons gained are not just theoretical concepts, but practical skills that can be put into practice from day one.

Jointly designed and delivered by the Centre for Executive Education (CEE) and the Disruptive Leadership Institute (DLI), ALDP is built upon years of research and expertise in leadership development and organizational excellence. It equips participants with the strategic mindset, critical skills, and resilience required to advance to the next level of leadership effectiveness in an increasingly complex, disruptive, and uncertain business environment.

The program is structured around three critical dimensions of leadership development: Leading Self, where participants enhance their emotional intelligence, adaptability, and self-mastery; Leading Others, where they learn to inspire, engage, and build high-performing teams; and Leading the Organization, where they acquire the tools to drive transformation, innovation, and sustainable performance across the enterprise.

By integrating these dimensions, ALDP provides a holistic, transformative experience. Participants emerge not only more confident and competent but also prepared to shift from being “good” leaders to truly “great” leaders who can deliver lasting impact on their organizations and beyond.

The ALDP Executive Development Framework

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Leading Self: How to have more impact as a leader by building emotional & social awareness, self-awareness and a deeper understanding of how to work across differences more effectively.
Leading Others (Team): How to develop, motivate, and manage people and teams more effectively, and understand and apply research-based recommendations for achieving organizational and team buy-in.

Leading the Organization: How to transform from a ‘good to great’ organization and drive internal collaboration, and develop a keen awareness of the critical levers for building a successful organization.

Who Should Attend

High potential, mid-to senior-level managers and executives who are looking to accelerate their growth as a leader and increase their contributions to their organization and the community.

The Learning Model

70% of learning happens on the job

Training accounts for 10% of what we learn. Coaching provides the critical bridge.

Case studies, lectures, classroom discussions, hands-on exercises, and small group discussions focused on contemporary leadership issues and challenges will let participants analyze and understand what behaviors lead to sustained success and effective leadership.

The sessions will help participants work through a range of approaches to the issues confront at the work. Participants will learn, reflect on, and discuss effective leadership in the face of real-life challenges including sustaining employee productivity and engagement as well as thriving in a disruptive and digital-driven workplace.

Participants in the program will develop a practical understanding of critical business and leadership frameworks and how they can be applied effectively in a challenging business environment.

Best Practice Research on “Future-Ready Leadership”

Figure 2: The Future-Ready Leadership Book Series

Through a dynamic blend of case studies, interactive simulations, group discussions, and practical frameworks drawn from the Future-Ready Leadership Book Series (see Figure 2), participants will:

  • Understand the principles of disruptive leadership and why they matter in navigating uncertainty.
  • Develop cognitive readiness and mental agility to make sound decisions under ambiguity.
  • Explore strategies for leading organizational transformation in the face of disruption by leveraging the proven “L.E.A.D.E.R.” Framework.
  • Strengthen emotional resilience to inspire trust and confidence amidst crises.
  • Learn how to leverage innovation, digitalization, and human-centered leadership to create sustainable value.
  • Build a personal leadership roadmap for thriving in the future workplace.

Case Study Methodology

Simply put, this executive education program is highly experiential with various learning approaches including the case study method.

The case study approach is effectively a discussion of real-life situations that business executives have faced. Often, executives are surprised to discover that the objective of the case study is not to reach a consensus, but to understand how different people use the same information to arrive at diverse conclusions and make relevant recommendations to resolve the organizational challenge(s). When you begin to understand the context, you can appreciate the reasons why those decisions were made.

The time you spend here is deeply reflective. You’re not only working with case materials and assignments but also taking on the role of the case protagonist—the person who’s supposed to make those tough decisions. How would you react in those situations? We put people in a variety of contexts, and they start by addressing that specific problem(s) or organizational challenge(s).

The faculty or facilitator’s role is to guide you in examining and resolving the issues—but the beauty here is that they don’t provide you with the answers. You’re interacting in the classroom with other executives—debating the issue, presenting new viewpoints, countering positions, and building on one another’s ideas. That’s how real learning takes place.

How You Will Benefit

  • Improve your self-awareness and develop plans to continue personal leadership growth
  • Develop greater awareness of your leadership style and how it’s perceived by others.
  • Acquire relevant knowledge and skills to lead effectively in today’s disruptive and digital-driven workplace
  • Increase your capacity for cognitive readiness and critical thinking skills for effective strategic decision-making
  • Strengthen your management acumen and interpersonal skills to build effective teams and successfully navigate challenges.
  • Enhance your understanding of the critical interface between execution issues and internal and external strategic challenges to the organization.
  • Learn effective ways of developing high-performance teams, change management initiatives, and organizational structures and culture.
  • Develop a personalized executive development plan.

Client Testimonials

Our distinguished team, each possessing a proven track record of enhancing leadership performance and fostering enduring organizational excellence, has earned widespread recognition for its transformative impact on leaders across diverse industries. Our clients consistently express appreciation for our panel of coaches’ insightful coaching style, deep expertise in leadership development, and unwavering commitment to empowering executives to lead with authenticity, resilience, and strategic clarity.

Many of our clients’ testimonials highlight our panel of facilitators, faculty members, and coaches’ ability to rapidly build trust and rapport with the participants and their coachees, creating a safe and reflective environment for personal growth. Executives from multinational corporations, government agencies, and non-profit organizations have described our facilitators’ delivery and coaching styles and approaches as “life-changing,” noting that they not only enhanced their leadership capabilities but also strengthened their emotional intelligence and decision-making skills. A common sentiment shared by clients is that our facilitators and coaches possess a rare ability to ask the right questions—those that provoke deep introspection and inspire meaningful change.

The original Testimonials can be found here.

Certificate Of Achievement Award Upon Completion

Contact

Let us be part of your success story. Contact us and see how our leadership development consultants and executive coaches can transform your leadership team from ‘good to great’!

For further information, please contact us via email or send us a WhatsApp message at +65 9002 3848.