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SyNet has customized hundreds of leadership programs in our consulting work. We have conducted these programs for organizations throughout the world. Using a systematic instructional design methodology, we build robust curriculums that meet specific developmental needs. Our methodology includes analysis of the learner and content, design of training strategy, development of learning materials, global delivery and expert facilitation and evaluation of results for improvement. Many of our clients build their leadership curriculums around the leadership pipeline concept developed by Charan, Drotter and Noel (see below). We have successfully designed programs for individual contributors, first line managers, managers of managers, functional managers and executives incorporating the requisite skills and knowledge critical to those levels, while aligning to the values and sense of time available.

A Blended Learning Path

Many of the programs we have designed and developed incorporate a blended learning approach that incorporates the 70% on-the-job / 20% coaching and relationships  / 10% classroom approach to learning. The key elements to this approach involve:

  • Pre-work: Learning packages, setting objectives, assessments, self-paced learning, webinars, and games
  • Foundational Workshops: Building awareness, skills and key concepts
  • Post Workshop Assignments: Opportunities to integrate skills, ideas and concepts using coaching for on-the-job projects
  • Advanced Development Workshops: Building a repertoire of tools and flexibility
  • Continuing Development: Measuring performance and successful integration

Examples of Client Solutions

The following client examples are programs that we have previously designed and delivered globally for clients. Client names have been removed  

Company A – Executive Leadership Program (ELP)

Audience: High potential senior management team members

Goals and Objectives: The goal of this program was to build an internal leadership pipeline and support potential leaders in developing leadership behaviors that support the company’s growth. The modules were:

Executive Leadership Workshop (1 day)

  • Senior managers identify specific business projects.
  • Nominate high potential candidates to attend.

Self-Assessment and Career Workshop (2 days)

  • Nominees complete a series of assessments and create an individual development plan.
  • Complete a values clarification assessment and link to career plans.

Business Strategies and Project Work (2 days)

  • Review company business strategies.
  • Apply business strategies to assigned projects.
  • Meet with CEO for a “fireside chat.”

ELP Curriculum Modules (6 days over 3 months)

  • Mastering Personal Leadership (2 days)
  • Organizational Savvy (2 days)
  • Transcultural Leadership (2 days)

Toll Gate Project Review (2.5 days)

  • Review assigned projects with sponsors.

Executive Team Report Out (2 days)

  • Candidates present project work to senior management for evaluation and implementation.

Peer Coaching Network (2 meetings a year)

Company B – Leadership Academy

Audience: Supervisors, managers with project management responsibilities are nominated by the leadership team as high potentials for additional leadership responsibilities.

Goals and Objectives:

  • Improve their ability to manage projects, handle change implementation and advocate on behalf of the organization.
  • Increase their abilities to manage cross-functional teams with large spans of control and multiple reporting relationships.

There were four phases to this curriculum:


  • Completion of a series of e-learning self-paced modules.
  • Video learning modules via SmartPhone.
  • Completion of an internet-based 360º feedback instrument.

Institute Training (2 days)

  • Instructor-led training with application to own work situations.
  • Skill-building practice rounds.
  • Video demonstrations of key skills, later used as reinforcers.


  • Intranet video eLearning module as an introduction to coaching process.
  • One-on-one coaching sessions with involvement of supervisor and reporting of results.


  • Video launch of scenario.
  • Participants work in teams to create a video solution to the scenario.
  • Intensive debrief of process and outcomes.
  • Application and set up of on-the-job project.

On-the-Job Project

  • Worked as a team to identify and solve on a business challenge.
  • Involved executive sponsors.
  • Applied Leadership Academy skills, processes and concepts.
  • Presented solutions to business leaders.

Company C – International Leadership Program

Audience: Team leaders, middle managers and senior managers The need for this learning and development initiative was prompted by changes in the company’s strategy, business goals and objectives. To support this organizational shift, the director of global learning and development was asked to provide a curriculum to address the management and leadership needs of three distinct groups: level one team leaders, level two managers and level three executives. A series of learning modules, assessments and coaching activities were designed to support the skills and concepts development for each audience. The levels included modules that were conducted over a 12- to 18-month period globally on:

Level One: Team Leaders

  • The Company and Me – 3 days supported with a 360º assessment and peer coaching.
  • My Team and Me – 2 days followed up with peer coaching.
  • Change and Me – 2 days with a second 360º assessment.
  • My Way Forward – 1.5 days with a focus on self-directed learning and development.

Level Two: Heads of Departments

  • Leadership Base – 3-days with a 360º assessment and followed up with a styles assessment.
  • Leadership Challenges – 2 days followed up with peer coaching.
  • Leadership Coaching – 2 days followed with peer coaching.
  • Leading Change – 2 days followed with a second 360º assessment and individual coaching from a pool of executive coaches.
  • My Way Forward – 1.5 days with a focus on self-directed learning and development.

Level Three: Directors

  • Competitive Advantage – 2 days with a styles assessment pre-work and followed with optional executive coaching.
  • Leadership Challenges – 2 days followed with optional executive coaching.

Strategic Change – 2 days followed with optional executive coaching

Company E – Building Great Leaders

Audience: Directors and Vice-Presidents The client needed a human capital strategy to support their strategic plan and performance. The client requested we create a participant-directed curriculum built on the 70/20/10 learning approach, incorporating blended-learning that was self-directed by each manager and completed over a 15-week period. The program included the following elements:

  1. Kickoff webinar to discuss program expectations and the learning objectives.
  2. Schedule self-paced learning and elective modules.
  3. Hold a meeting with their manager in order to discuss outcomes: document results.
  4. Complete the Building Great Leaders Scavenger Hunt activity.
  5. Complete the Building Great Leaders multi-rater assessment (360º).
  6. Complete four self-paced modules identified by each participant and his/her manager.
  7. Attend the facilitated virtual session: Organizational Savvy.
  8. Complete “Values at Work” activity and report out.
  9. Identify project and complete worksheet, including identifying potential steering committee members.
  10. Attend 2-day module: Building Great Leaders Summit workshop.
  11. Complete the elective self-paced learning modules.
  12. Attend the facilitated virtual session on Finance.
  13. Hold a peer coaching discussion using the guideline provided at the Summit.
  14. Complete application project and submit results worksheet and presentation slides to facilitator.
  15. Attend virtual graduation webinar.

Company F – Management Mastery

Individuals with supervisory and managerial responsibility and who are anticipated to have this responsibility in the future (post-business transformation).

Goals and Objectives:

  • Build consistent leadership and management skills to support business transformation and integrate previously acquired organizations/locations.
  • Support leadership competency model skill acquisition.
  • Built organizational talent.

The client wanted to develop a curriculum that utilized their manager’s time effectively by requiring a self-directed approach that involved a blended-learning solution. The curriculum provided:

  • Kick-Off Session: 60-minute webinar to review the learning package and message from the company President.
  • Self-Paced learning Modules: Managers completed six modules involving online videos and individual assignments.
  • Virtual Check-in Sessions: Managers called in for sessions that reinforced the self-paced modules and created opportunities to discuss their reactions and impressions. The design was built on a “book club” approach.
  • Leadership Summit: 3-day classroom session in which managers reviewed and practiced the skills and concepts from the self-paced learning modules. New topics were also introduced.
  • On-the-Job Application Project: the project ran over a 6-week period and was used as a vehicle to apply curriculum content to a current work challenge or issue.
  • Graduation Webinar: 60-minute virtual graduation with selected project reports and progress reviews.