Business Impact Leadership®

Developing exceptional leaders at the middle and senior levels...

- Equip your leaders with the critical skills they need.

- Ensure your leaders can deliver on your business strategy.

- Increase engagement and retention of your high performers.

Read on to learn how DDI can help you close the gap

between current leadership capabilities and those

required for future success.

The Talent Management Expert

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It’s DDI’s development system to equip leaders withthe skills they need to meet the ever-changing demands of their organization—today and tomorrow.

° Business Impact Leadership®: Mid-Level Series offers a suiteof high-impact courses specifically designed for middle managers.

° Business Impact Leadership®: Senior-Level Series enablesorganizations to create continuous learning experiences for theirexecutives linked directly to their business needs.

Together with DDI’s Interaction Management® system for frontlineleaders and individual contributors, we provide a complete portfolioof assessment and development offerings spanning the entireleadership pipeline.

Discover why DDI has trained and developed nearly 6.3 million executives and leaders worldwide.

Business Impact Leadership®

Mid-Level Series

Drive Strategy Execution with Business Impact Leadership®:

The RealityAs the conduit between executives and frontline employees,mid-level leaders are the “make it happen” people turningyour organization’s strategies into reality. Yet, despite theimportance of their roles, they are not being given the supportthey need.

Almost 50% of global corporations rate their mid-level leadersas fair or poor.

44% of senior leaders identify ineffective middle manage-ment as the single greatest barrier to achieving company objectives, while 30% believe their organization is “paralyzed”by ineffective middle management.

Only one in four mid-level leaders themselves think theyare doing a “very effective” job.

The MandateMid-level managers are the glue that holds organizations together. Never has their role been more critical. But withever-increasing spans of control, fierce competition, andchallenging economic times, their jobs have gotten a lottougher—and are often overwhelming.

Business Impact Leadership®: Mid-Level Series is built to address the four critical challenges today’s mid-levelleaders must master:

• Driving Performance in a Changing World—Fewer resources. Fighting for survival. Hanging on to every cus-tomer. There’s no margin for error. Today’s middle managersmust to execute effectively, while successfully managingconstant change and innovation.

• Managing Horizontal Integration in a ComplexOrganization—They can’t get it done alone. The newmiddle managers must develop strong networks and influence a range of stakeholders—often around theworld—to meet their objectives.

• Leading and Developing Talent—It’s job #1 for mid-level managers who should be constantly thinking abouthaving both the quantity and quality of talent required tomeet business needs.

• Making the Tough Decisions—Few issues can be sweptunder the carpet without eventual consequences. Middlemanagers must face up to and make extraordinarily diffi-cult decisions every day.

(Sources: Bersin & Associates TalentWatch: Fall 2008; Hay Group, Corporate Soufflé report, 2007; DDI Leaders in Transition report, 2007)

The SolutionWe call it Business Impact Leadership® for a good reason.Relevant, engaging, and extraordinarily focused on businessapplication, these learning experiences enable mid-levelleaders to meet their mandate and ultimately drive the success of their organization.

° Translating Strategy into Results: Leaders discoverhow to engage both themselves and their team in exe-cuting priorities as well as how to overcome the chal-lenges that interfere with strategy success. Specifically,they explore how to leverage the four essential elementsfor translating strategy into results: focus, accountabil-ity, engagement and sustainability.

° Driving Innovation: Leaders learn how to create theconditions in their organization to drive sustainable,value-added innovation. They identify common chal-lenges to innovation and four critical actions to help theirteams overcome these challenges. Leaders learn thevalue of practicing Human-Centered Design to becomeskilled at a proven set of tools that enable their people toovercome the challenges to innovation.

° Making Change Happen: Leaders learn a practical,four-stage change process that includes evaluating howvarious personalities respond to change, managing bar-riers, and gaining stakeholder buy-in.

° Cultivating Networks and Partnerships: Leaderslearn how to evaluate their current network and takesteps to close gaps. They identify personal and organi-zational barriers that hamper efforts to negotiate, col-laborate, and communicate as they build partnerships.

° Operating with a Global Perspective: Learners discoverthe three universal predictors of success for leading in aglobal environment and explore how to make effectiveglobal business decisions, taking into account factors suchas people and culture, business conditions, competitors,systems and processes, and regulation and government.Then they develop their own action plan for operating in aglobal environment.

° Influencing for Organizational Impact: Learnersdiscover how to translate their own and others’ ideas intoactionable opportunities. They will create an influencingstrategy that clearly links their and others’ recommen-dations to changes that will have a positive impact onindividual, team, and organizational performance.

° Developing Organizational Talent: Leaders learn to define the current state of team development as well asthe ideal future state, pinpointing team and individualstrengths and growth needs. They will also understandhow to identify and develop high potentials for future leadership roles, assess the impact and effectiveness ofdevelopment efforts, and provide feedback.

° Coaching for High Performance: At the mid level, leadersmust increasingly provide guidance to direct reports, whichcreates a cascade effect as those individuals apply thesame skills with their teams. Participants develop multi-directional coaching skills and learn the proactive inquirymethod for more effective interactions with their teams.

° Mastering Emotional Intelligence (EQ): Leaders dis-cover how building their own emotional intelligence contributes to improved performance for their teams,their partnerships, and their organization. Leaders assess their own EQ and learn to prevent the emotionalhijacking that can interfere with personal intentions andorganizational outcomes.

° Mastering Decision Dynamics: Mid- and senior-levelsroutinely face complex, high-impact decisions that require expedient yet effective resolutions. Perhapsmost challenging is the fact that these decisions comewith an intricate set of dynamics with strong forces thatcan pull a leader toward less-than-optimal outcomes.Leaders learn a decision-making discipline to managethese dynamics and overcome the forces both withinthemselves and across their organization that can compromise their decision-making ability.

° Handling Challenging Situations with Courage:Leaders learn their organizational responsibility to maketough and courageous decisions relative to people, customers, and organizational policies/systems. Lead-ers comprehend the benefits and consequences of addressing “undiscussables,” substandard performers,difficult or irrational customers, and policies/systems thathinder organizational success.

Senior-Level Series

Link Learning to Business Priorities with Business Impact Leadership®:

The RealityExecutives are expected to be the catalyst for major, eventransformational, change. Taking the business global, leadingan M&A, shifting from a transactional business model to aconsultative one—all require exceptional leadership skills.The demands have never been greater, yet DDI researchreveals that executives are struggling:

HR professionals estimate that 37 percent of external can-didates and 35 percent of internal candidates who fill strategicleadership positions fail.

Many senior leaders haven’t mastered the basics. Whenasked about the reason executives fail, leaders ranked alack of leadership skills (facilitating change, building a team,coaching) and interpersonal skills (building relationships, networking, communication) at the top of their list.

Nearly three in five executives said their company’s per-formance was likely or very likely to suffer in the near futuredue to insufficient leadership.

Global executives are not getting the development theyneed. Nearly half rated both the content and execution oftheir development programs as low or very low.

The MandateExecutives face a complex array of responsibilities, and let’sface it, the future of the business sits squarely on theirshoulders. Those transitioning into the senior ranks mustwrestle with significant changes in the political network, jobcomplexity, time horizons and human dynamics of the workenvironment, any of which have the potential to causetremendous stress. And once in an executive role, it oftentakes years to master it—and perfect one’s leadership style.

Business Impact Leadership®: Senior-Level Series is built tohelp executives navigate a complex, often ambiguous rolethat requires them to:

• Establish a long-range vision despite an uncertain economic and political future.

• Flourish in the face of new, often unexpected competitors from all corners of the globe.

• Be entrepreneurs who devise ways to innovatively meet client needs.

• Create a high-performance culture that elevates talent strategy to business strategy.

• Execute under intense scrutiny and with little leewayfrom their board, their shareholders, the media, and the public at large.

(Sources: DDI Global Leadership Forecast 2008-2009; DDI-Economist Growing Global Executive Talent report, 2008; DDI-Institute of Executive Development Developing the Global Executive report, 2009.)

The SolutionAt this level, your executives and high potentials need a tailored approach to development that fits their needs andthose of the organization. With Business Impact LeadershipSM:Senior-Level Series, we’ll help you design a custom learningexperience that is directly linked to your business driversand competencies.

Leveraging our Excellence in Design process, our world-classfaculty draw from their experience with clients around theworld, latest thought leadership, best practices, case studies,exercises, and diagnostic self-insight tools—coupled with theappropriate behavioral assessment options—to configure ascalable solution specifically for your organization. Our con-sultative approach to executive development is known notonly for addressing specific individual and executive teamleadership gaps, but also for ultimately driving speed-to-pro-ductivity and organizational transformation.

We customize solutions in these areas and more:

° Executing Strategy through topics such as thinkingstrategically, maintaining strategic focus, execution, andsustainability.

° Igniting a High-Performance Culture by exploringways to create a development culture and embracing theneed to reach higher, analyze competing forces, and driveperformance.

° Leading: Insight Out through themes including under-standing of courageous leadership, learning throughtransitions, developing perspective, and thinking andacting globally.

° Forging Strategic Relationships by building partner-ships, networking, navigating politics, and enhancingemotional intelligence.

° Accelerating Change through driving innovation and organizational transformation and inspiring change.

° Elevating Senior Team Performance by uncoveringand addressing issues such as lack of vision, strategymisalignment, hidden agendas, dysfunctional behaviors,internal competition, and mistrust.

° Optimizing Talent by developing a strategic talent mind-set, coaching for development, mentoring, managingacross cultures, and optimizing diversity.

DRIVING CULTURAL TRANSFORMATION AND LEADERSHIP READINESS

Honda needed to reinvigorate its corporate culture and prepare for imminent retirements that would affect key senior roles. With evidence of an erosion in the practice of the company philosophy and a cadre of high potentialswith a need for development opportunities, this global automotive manufacturer partnered with DDI to create atransformative weeklong experience to prepare leaders forstrategic roles. Leaders learned about their multinational’srich history, and benchmarked against other innovators—uncovering ideas to reinvigorate their own culture in theprocess. They examined their own roles in propagating theculture, and formed networks of other leaders. To ensureimmediate application and sustainability, one-on-one exec-utive coaching and action learning teams over the ensuingmonths rounded out an exceptional experience.

BUILDING LEADERSHIP CAPABILITY TO DRIVE GROWTH

McKesson, the largest pharmaceutical distributor/health-care services company in the world, needed to acceleratethe effectiveness of new Vice President General Managers(VPGMs) leading selected markets in the U.S. Pharmaceu-tical Distribution organization in order to support revenuegrowth and drive operational excellence. To develop high-performing VPGMs, DDI and McKesson created anaccelerated on-boarding experience consisting of threesessions over the course of a year, covering topics such asTransitioning to a VPGM, Executing the Business Strategy,Thinking and Acting Strategically, Becoming a CourageousLeader, and Building Organizational Talent. The results?The VPGMs have reduced turnover, increased engagementlevels, and launched stronger sell strategies relative to untapped markets, underpenetrated customers, sell marginerosion and customer education. Today the VPGMs continueto drive operational, material, financial and customer success initiatives.

DDI’s Approach to Leadership Development: When it comes to exceptional leadership development, we believe youmust start with the end in mind, align development with diagnosis, focus on behavior change and application, and measure outcomes, all of whichare part of the Business Impact Leadership® experience. Together thesebest practices produce the sustainable business results clients have cometo expect from DDI.

Development thatdrives results.

Why Business Impact Leadership® is the best

Uniquely designed by level. DDI’s global experience in hiring, assessing, and developingleaders at all organizational levels is the foundation for Business Impact Leadership®. As the talent managementexperts, we know what makes mid- and senior-level leaderssuccessful. We understand the challenges they face and thecritical responsibility they have in creating and executingbusiness strategy. We have applied this knowledge to createunique experiences at each level that will give your leadersthe skills they need for exceptional performance.

Broader focus means superior performance. While other programs focus solely on business issues or developing individual skills, we go much further by linking individual leader development to business needs and theunique responsibilities of the role (DDI’s Business-Role-Selfapproach). As a result, leaders walk away with a far clearerperspective on how to take their business and personal performance to the next level.

Relevant, active learning for immediate application. Business Impact Leadership® engages leaders with casestudies, discovery learning, self-insight tools, peer learningsand networking opportunities perfectly suited to the audience.This makes our programs highly relevant and the learningimmediately applicable in role. Development skills are reinforced through action learning assignments and on-the-job application plans are included as part of many BusinessImpact Leadership® courses.

Outstanding consultants and faculty. Your DDI team comes armed with not only excellent facilitationskills, but real-world business experience. They work closelywith you to better understand your business needs and adaptour curriculum to the needs of your leaders. And they are experts at effective execution. Our consultants will help youput initiatives in place to ensure skills learned in the class-room become skills used every day back on the job.

Integration of assessment and develop-ment creates breakthrough insights. While many organizations offer development in isolation, weare certain there is no stronger combination than integratingassessment with development. Our clients can take advan-tage of DDI’s vast continuum of world-class assessment options—from personality tools and 360s to full day-in-the-life assessment experiences—to uncover leadership gapsrelative to business needs. By leveraging these insights, ourdevelopment engagements are highly targeted to yourneeds, which ultimately drives exceptionally powerful results.

BUILDING LEADERSHIP SKILLS WORLDWIDE

When Sun Microsystems needed to revitalize and bringconsistency to its leadership development efforts, DDIassisted in developing an enterprise-wide leadershipcompetency model. This model formed the basis of acomprehensive, two-track learning program: ManagerTransitions for new leaders and Manager Essentials forexperienced leaders. The program incorporates a varietyof tools—journals, peer networks, 360° feedback, onlineperformance support, and ongoing manager involvement—to ensure learning is relevant for participants, can besustained over time, and supports Sun’s big picture (culture, strategies, values). The program is delivered in multiple languages to 3,000 managers worldwide. Participants point to the relevancy of the learning andits immediate applicability on the job.

The DDI AdvantageChoosing Your Pipeline Partner:

Whether you’re looking to focus on one part of your lead-ership pipeline or are in the midst of putting together a com-prehensive approach to building bench strength at alllevels, DDI stands above the rest. Here’s why:

Integrated, Systematic, Strategic Approach to TalentManagement: In today’s highly competitive global mar-ketplace, having the right talent management strategy is crucial. No one matches DDI’s breadth and depth ofstrategic consulting services and high-quality products andsolutions—making us your best partner for the long term.

Global Execution Excellence: You expect to operate asa unified company, knowing leaders are on board with yourbusiness strategies and adept at implementing them,whether in Chicago, London, Mumbai, or Shanghai. With42 offices in 26 countries, DDI has precisely the kind of global resources and critical experience required to implement your talent initiatives effectively and consistentlyworldwide.

Business Impact: For over 40 years, we’ve been makinga positive difference in thousands of organizations aroundthe world. Expect us to make a difference in yours. We takeevaluation very seriously, with hundreds of studies demon-strating the impact our programs have had on leadershipperformance and, in turn, business performance.

When the stakes are high—and you need to execute yourbusiness strategy effectively, address critical leadershipgaps and increase speed-to-productivity—turn to DDI. To learn more about DDI’s Business Impact Leadership®,visit www.ddiworld.com or contact your DDI representative.

Proven Expertise Across the Pipeline:DDI is the world leader in providing a full range of assessment and developmentsolutions that span the entire leadership pipeline from individual contributors tosenior executives. You’ll benefit from a consistent approach and synergistic solu-tions that build on and reinforce one another as your leaders move up the ladder.

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ABOUT DEVELOPMENT DIMENSIONS INTERNATIONAL:For over 40 years, DDI has helped the most successful companies around the world closethe gap between where their businesses need to go and the talent required to take them there.

Our areas of expertise span every level, from individual contributors to the executive suite:

• Success Profile Management

• Selection & Assessment

• Leadership & Workforce Development

• Succession Management

• Performance Management

DDI’s comprehensive, yet practical approach to talent management starts by ensuring a close connection of our solutions to your business strategies, and ends only when we produce the results you require.

You’ll find that DDI is an essential partner wherever you are on your journey to building extraordinary talent.

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