Strengthening talent and leadership development

Client need 

A leading global aluminum products manufacturer faced a pivotal challenge: how to create a unified, empowered workforce in a highly decentralized organization. With each business unit operating autonomously, the company recognized the need for global learning programs that complemented localized efforts and aligned with both its business and HR strategies.

To address this, the organization launched a “Corporate Learning University,” a multi-year initiative designed to transform its employee development approach. BTS partnered with the company’s HR and L&D leaders to co-create a portfolio of programs tailored to diverse roles and career levels across the enterprise.

Solution 

The transformation began with a clear vision: align learning with strategic outcomes to unify and empower a decentralized workforce. BTS partnered with the company to create an impact map that directly connected business priorities—such as financial performance, safety, and employee engagement—to the skills and behaviors needed at each level of the organization.. This map defined clear learning objectives, such as:

• Fostering unity and collaboration across a decentralized organization.
• Enhancing business acumen to help employees contribute more effectively.
• Instilling a shared sense of leadership aligned with company values.

With these objectives as a guide, BTS and the client designed programs that engaged employees throughout their career journeys.

For mid-level leaders, the Leadership Development Program provided a transformative nine-month journey built around two workshops and supported by an online journey. The first workshop, “Leading Self,” introduced Liz Wiseman’s Multipliers framework, enabling leaders to amplify their team’s potential through role-plays and practical exercises. The second workshop immersed participants in a three-day customized business simulation where they acted as CEOs, navigating scenarios like customer satisfaction, safety, and profitability across simulated fiscal years.

The program portfolio extended further, including:

• Training for frontline leaders, focusing on operational excellence and team management.
• Executive development sessions tailored to senior leaders, emphasizing strategic alignment and culture building.

By embedding business strategy into every program, the company established a cohesive learning ecosystem that strengthened leadership capability, reinforced collaboration, and accelerated organizational impact.

Results 

The co-designed programs delivered measurable benefits, helping the organization advance its safety, engagement, and financial goals. Key outcomes included:

Actionable business improvements aligned with strategy:

• Financial performance: Optimized production schedules and reduced inventory levels to boost cash flow.
• Operational efficiency: Empowered managers to improve asset utilization and focus on controllable budget items.
• Cultural transformation: Integrated the Multipliers framework to foster collaboration, daily CapEx reviews, and safety-focused onboarding for new hires.
• Leadership excellence: Increased coaching and feedback frequency to enhance communication and alignment.

These initiatives not only elevated employee engagement but also positioned the manufacturer as an industry leader in workplace culture and operational performance.

By integrating business and HR strategy into every facet of learning, BTS enabled the aluminum manufacturer to achieve its vision of becoming the most exciting place to work and invest in its industry. The programs are a testament to the power of customized results-oriented leadership development, creating a foundation for long-term success.