{"id":6815,"date":"2023-04-05T20:43:58","date_gmt":"2023-04-05T20:43:58","guid":{"rendered":"https:\/\/leaderzone.ca\/?p=6815"},"modified":"2023-10-11T12:59:26","modified_gmt":"2023-10-11T12:59:26","slug":"developpeur-de-talents","status":"publish","type":"post","link":"https:\/\/leaderzone.ca\/en\/developpeur-de-talents","title":{"rendered":"Talent Development Leadership"},"content":{"rendered":"
\"\"<\/figure>
\n

Talent Development Leadership<\/strong><\/h1>\n\n\n\n

When leaders are aware that skills development is part of their responsibilities and not just the responsibility of the HR department...<\/p>\n\n\n\n

When you are aware that growth and evolution at work are essential factors of satisfaction and retention...<\/p>\n\n\n\n

When you firmly believe that a team that develops is a successful and winning team...<\/p>\n\n\n\n

So it's essential to equip these leaders to help them keep talent refreshed a priority in their operations.<\/p>\n\n\n\n

Download PDF<\/a><\/div><\/div><\/div>\n\n\n\n

or refer to the content below<\/sup><\/em><\/p>\n\n\n\n

LeaderZone Approach<\/h4>\n\n\n\n
    \n
  • Our workshops are appreciated for their dynamism and introspective dimension. They are designed to allow participants to explore, to exchange with their colleagues and their coach in a constructive way, to learn and above all to commit to acting differently.<\/li>\n\n\n\n
  • This is ensured through various techniques, such as popularized scientific models, inspiring stories, reflection exercises, discussions (in large groups, small teams or duos), analysis of real cases of the participants, demonstrations, self-diagnostics, experiments, debates and serious mini-games.<\/li>\n\n\n\n
  • During the workshop, post-training missions are proposed and participants are invited to identify concrete actions that they will implement to ensure the transfer of learning in their daily lives and achieve the desired results.<\/li>\n<\/ul>\n\n\n\n

    <\/p>\n\n\n\n

      \n
    • Content adaptable to your reality and your needs<\/em><\/li>\n\n\n\n
    • In pathway mode to promote long-term learning and transfer<\/em><\/li>\n\n\n\n
    • 2 or 3 hours per workshop<\/em><\/li>\n\n\n\n
    • Every 2 to 3 weeks<\/em><\/li>\n\n\n\n
    • An optimal cohort of 12 participants<\/em><\/li>\n\n\n\n
    • Virtual, face-to-face, hybrid or co-modal<\/em><\/li>\n\n\n\n
    • Introspective activities, transferable concrete tools and post-training assignments<\/em><\/li>\n\n\n\n
    • High level of interaction and facilitation in coaching mode<\/em><\/li>\n\n\n\n
    • Integration of the LeaderZone platform is recommended for sustained learning across the course (activities between workshops<\/em>)<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n

      Content Preview<\/h4>\n\n\n\n
      \n
      \n

      Workshop 1.
      Prioritizing Talent Development<\/h4>\n\n\n\n
        \n
      • The role of the talent development leader<\/li>\n\n\n\n
      • Prioritization of initiatives on a daily basis<\/li>\n\n\n\n
      • Raising awareness among collaborators<\/li>\n\n\n\n
      • The talent matrix<\/li>\n<\/ul>\n<\/div>\n\n\n\n
        \n

        Workshop 2.
        Plan development<\/h4>\n\n\n\n
          \n
        • The leader's hats<\/li>\n\n\n\n
        • Principles of applied andragogy<\/li>\n\n\n\n
        • Individual development plans<\/li>\n\n\n\n
        • Learning activities<\/li>\n<\/ul>\n<\/div>\n\n\n\n
          \n

          Workshop 3.
          Adopting a Coaching Posture<\/h4>\n\n\n\n
            \n
          • Benefits of the coaching approach<\/li>\n\n\n\n
          • The trust framework<\/li>\n\n\n\n
          • The tools of the leader-coach<\/li>\n\n\n\n
          • The SCORE model<\/li>\n\n\n\n
          • Trio practice<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n

            <\/p>","protected":false},"excerpt":{"rendered":"

            Trust, an essential pillar for the success of a modern team, is stimulated by the positioning of its leader.
            \nActing on credibility, connection, and framework, leaders inspire trust and trust their people to go further.<\/p>","protected":false},"author":4,"featured_media":6822,"comment_status":"closed","ping_status":"closed","sticky":true,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[14],"tags":[],"class_list":["post-6815","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-parcours"],"acf":[],"jetpack_featured_media_url":"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/04\/Retroaction.png","_links":{"self":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6815","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/comments?post=6815"}],"version-history":[{"count":9,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6815\/revisions"}],"predecessor-version":[{"id":13079,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6815\/revisions\/13079"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media\/6822"}],"wp:attachment":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media?parent=6815"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/categories?post=6815"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/tags?post=6815"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}