Senior Leadership Development Journey
Context
The Talent and Development team invited me to design, facilitate, and steward a yearly, ongoing ten-month leadership development journey for experienced leaders and high-potential leaders navigating increasing complexity, scale, and enterprise responsibility.
The intention was not skills training or competency building in isolation — but to support leaders in strengthening how they see themselves, relate to others, and lead systemically over time.
Focus of the work
The journey centered on helping leaders:
deepen self-awareness of leadership patterns and their impact
strengthen the capacity to lead under pressure without defaulting to reactive habits
integrate inner clarity with strategic, relational, and systemic leadership demands
translate insight into sustained leadership practice over time
Rather than treating leadership as a set of techniques, the work positioned the leader’s way of being as the primary instrument of impact.
Shape of the engagement
Multi-month senior leadership development journey
Five in-person group sessions designed as a cohesive arc
Individual Leadership Development Plans to support application between sessions
One-to-one coaching provided intentionally alongside the journey
Use of experiential tools, site visits, and reflective practices to ground learning in real organizational context
The experience followed a spiraled arc — returning repeatedly to self-awareness while expanding outward into strategy, systems, and collective responsibility.
Core focus
The journey integrated the Enneagram and the Leadership Circle Profile 360 as complementary lenses for leadership development — not as assessments to interpret once, but as ongoing practices for noticing patterns, impact, and choice.
Leaders were supported in moving beyond understanding their profiles to recognizing how those patterns showed up in real leadership moments — particularly under pressure — and experimenting with new, more intentional ways of leading. Custom leadership metaphor tools and development plans helped translate insight into lived practice over time.
What shifted
Over the course of the journey, leaders developed:
a clearer understanding of their leadership patterns and their systemic impact
greater capacity to pause, reflect, and choose more intentionally
shared language for navigating leadership dilemmas together
alignment between personal development and organizational responsibility
The journey established conditions for sustained leadership effectiveness — not by prescribing behaviors, but by strengthening leaders’ ability to orient from awareness, act with intention, and contribute to the health of the broader system.