The leader him/herself (Domain 1)

Not only is it important to understand what the capabilities are of a manager, it is also key to understand what they want and dare: what are someone's preferences, aversions, convictions, needs and constraints? Personal traits also influence development. We use the LTP People Performance model as the starting point in our Management Development Programmes. This broad setup provides optimal insight into the strengths and development needs and provides leads for a clear personal development plan.

Our leadership programmes are formulated around a participant’s specific individual development needs. A development programme therefore often starts with a (self) assessment to determine development needs.

Leadership in interaction with the other (Domain 2)

During culture change, it is important that leaders, in interaction with employees, colleagues and their own supervisors, can demonstrate a wide range of behaviours. Employees will usually want to engage in work with autonomy and involvement. At the same time these employees need leadership and have to be held responsible for their tasks and results. This asks of leaders to be 'hard on the content, soft in the relationship'.

In our approach we adjust to the participant's individual characteristics and preferred styles, pitfalls and 'allergies'. Participants are given insight into the effect of certain preferred styles and they become aware of ways to master certain styles in order to increase their effectiveness in interaction with employees, team members and their own supervisor.

Leadership in context: Thinking from the outside to the inside (Domain 3)

High performance is only possible if an organisation is flexible enough to adjust to developments and changing conditions in the environment. By bringing the outside world 'inside', the goals and direction of the organisation become tangible and the urgency for change becomes clear. In our leadership development programme, this 'thinking from the outside to the inside' is a key focus area. The external developments in our society or the market are translated into desired goals for the organisation and through concrete assignments in our programmes we anticipate on external developments. LTP’s development programmes therefore always use the specific cases of the client, the daily reality.