SELECTED WORK · LEADERSHIP & MANAGER DEVELOPMENT

Building a Scalable Leadership Development System

I built a multi-level leadership development system to prepare new managers, strengthen experienced leaders, and build leadership capability as scope increased.

Initiative: Multi-Level Leadership Development

Initiative:

Multi-Level Leadership Development

Role: Program Strategy and Learning Lead

Role:

Program Strategy and Learning Lead

Scope: Managers through Vice Presidents

Scope:

Managers through Vice Presidents

The Challenge and My Role

Challenge

Strong individual contributors were being promoted into management without consistent preparation, while leaders across levels needed more structured development and support. This created inconsistent management practices and limited the organization’s ability to build leadership capability as it grew.

Manager readiness • Shared expectations • Leadership pipeline • Measurable behavior change

My Role

I owned the manager development portfolio, designing and evolving programs for leaders at different levels. I combined facilitated learning with coaching, mentorship, peer development, digital learning, and AI-enabled support, and partnered with executives to align development to leadership needs and measure behavior change.

Strategy • Experience design • Program governance • Evaluation

My Approach

How I turned leadership needs into a measurable development system.

01 Diagnose
I used stakeholder input and direct-report data to identify capability gaps.

02 Align
I partnered with executives to prioritize leadership needs, target audiences, and development priorities.

03 Design
I designed multi-level leadership programs combining facilitated learning, practice, coaching, mentorship, peer learning, digital resources, and AI-enabled support.

04 Activate
I led program delivery, overseeing internal program operations and external vendors across communications, facilitation, participation, and progress tracking.

05 Measure & Evolve
I measured confidence and behavior change at multiple points, using the findings to continuously evolve the portfolio

Results & Business Impact

10 OF 11
LEADERSHIP BEHAVIORS IMPROVED

Direct-report feedback showed measurable behavior change across nearly every targeted leadership behavior.

80%
Increase in Manager Confidence

3 POINTS
Baseline, 6-Month & Post-Program Measurement

EVOLVED
Program Refined Based on Results

Featured Artifacts

Leadership Competency Framework

Sample framework showing how core manager competencies evolve across leadership levels as scope and organizational responsibility increase.

View Artifact →

Manager Handbook