Plan your development. Fix the cost. Spread it over 12 months.
You choose how far you want to go. We help you make the pieces work together.
Leadership development is easier to budget for when you know what it’s going to cost.
We’ll work with you to agree a 12-month development plan based on what your leaders need and what your organisation can afford. Once we’ve agreed the plan, we fix the cost and spread it across 12 monthly payments.
Your plan could be as simple as monthly leadership webinars or regular leadership and management training. Or it could include assessments, 360-degree feedback, targeted development or a customised leadership framework.
One plan. One agreed cost. Twelve manageable monthly payments.
One year. Different ways to develop your leaders.
There isn’t one right way to develop leadership capability. Start with what your organisation needs now — from regular training through to a fully customised leadership development approach.
Keep it simple
Ongoing leadership training
Build leadership capability throughout the year without creating a formal leadership programme.
Choose a programme of monthly one-hour leadership webinars, create an annual training plan using our scheduled leadership and management courses, or combine the two.
Could include:
- Monthly one-hour leadership webinars
- Scheduled leadership and management training
- Development for new and emerging managers
- A planned calendar of learning across the year
Best for: Organisations wanting regular, accessible leadership development with a predictable annual budget.
Target the gaps
Assessment-led development
Start by understanding where development will make the greatest difference.
Use 360-degree feedback, psychometric assessments or other organisational data to identify strengths and development priorities, then build targeted development around what you discover.
Could include:
- 360-degree feedback
- Psychometric assessments
- Individual development planning
- Targeted training
- Coaching or follow-up development
Best for: Organisations that want to invest development resources where they’ll have the greatest impact.
Build a programme
Structured leadership development
Create a development programme around the leadership capabilities your organisation wants to strengthen.
Combine targeted learning with workplace application, feedback and accountability so managers have opportunities to practise and embed new behaviours over time.
Could include:
- Leadership capability assessment
- Targeted leadership training
- Social intelligence development
- Group or individual coaching
- Workplace application
- Follow-up and remeasurement
Best for: Organisations wanting broader and more sustained leadership development.
Make it yours
Customised leadership development
Define what good leadership looks like in your organisation — and build your development programme around it.
We can create a customised leadership framework, develop a tailored 360-degree feedback process to establish a baseline, and design development activities around the behaviours you want your leaders to demonstrate.
Could include:
- Customised leadership framework
- Customised 360-degree feedback
- Targeted leadership training
- Coaching and development activities
- Accountability and reinforcement
- Remeasurement
Best for: Organisations wanting leadership development closely aligned with their culture, strategy and expectations.
Development that happens over time works differently
A one-off workshop can solve a specific skill gap. Sometimes that’s exactly what you need.
But broader leadership capability isn’t built in a day.
Spreading development across several months gives managers the opportunity to learn something, try it at work, reflect on what happened and then build on it.
It also means you don’t need to fund everything at once.
An annual plan can give you a more predictable development budget while allowing learning to happen at a pace your managers can realistically absorb.
Learn it. Use it. Reflect on it. Build on it.
Just need training?
You don’t need assessments, 360-degree feedback or a customised leadership framework to provide ongoing development. If training is what your team needs, we have simple ways to plan it across the year.
Working with a smaller leadership development budget?
You don’t need a huge L&D budget to develop better managers.
Some organisations start with a handful of carefully chosen training sessions. Others focus their investment on establishing development priorities first, so they don’t spend money developing capabilities their managers don’t actually need.
We can help you decide where your available budget is likely to have the greatest impact — and build from there.
Know what training you want? Plan a year's training in one go.
Already know the skills you want your managers to develop?
Choose the webinars and training courses you want to run across the year, agree the total cost upfront, and spread the payments over 12 months.
Your training is planned. Your budget is sorted. And development doesn’t get pushed aside when things get busy.
Frequently asked questions
What is an annual leadership development plan?
An annual leadership development plan is a structured approach to developing managers and leaders over time. It can combine training, assessment, feedback, coaching and workplace application, depending on the organisation’s goals, budget and leadership development needs.
Does a leadership development plan have to run for 12 months?
No. Twelve months provides a useful timeframe for planning and budgeting, but the right duration depends on what you are trying to achieve. A targeted programme may be shorter, while significant leadership or culture change may take considerably longer.
Can we create a leadership development plan on a small budget?
Yes. Leadership development does not have to include every available activity. A smaller organisation might start with a few priority capabilities and targeted training, then add assessments, coaching or other development activities later.
Can we customise the programme for our organisation?
Yes. Development can range from selecting existing Epic People training courses through to creating a customised leadership framework, tailored 360-degree feedback and development activities aligned with your organisation’s leadership expectations.
Can 360-degree feedback be included?
Yes. 360-degree feedback can be used at the beginning of a programme to establish development priorities and, where appropriate, repeated later to help measure changes in leadership behaviour.
Can we include psychometric assessments?
Yes. Psychometric assessments can help leaders understand their behavioural preferences, strengths and development areas, and can be combined with 360-degree feedback and training as part of a broader leadership development programme.
Do you offer leadership development throughout New Zealand?
Yes. Epic People works with organisations throughout New Zealand. Development can include live online training as well as in-house programmes and other leadership development activities, depending on your requirements.
Not sure which approach you need?
Start with the problem.
We'll help you build the plan.
Tell us what’s happening in your organisation, who you’re trying to develop and what you’d like to change.
We can help you work out whether you need a few targeted training sessions, an annual training plan, a broader leadership development programme or something completely customised.
