Empowering aspiring leaders to sustain growth in cloud-based technology

Client need

A cloud-based technology leader experiencing rapid expansion and a digital transformation surge needed a fresh approach to developing future leaders. During the pandemic, the company’s workforce grew from a small founding team to tens of thousands of employees spread globally. With such rapid scale growth, the organization needed to strengthen leadership capabilities to maintain employee engagement and support sustainable performance. Sustaining engagement and long-term performance required strong leadership development to guide this fast-growing, globally dispersed workforce. 

The company sought a program to offer personalized support for high-potential employees stepping into leadership roles. It needed to cater to regional learning styles while delivering a tailored experience for each participant. 

Building on previous programs 

An initial leadership program had laid the groundwork, but the company’s changing needs called for a strategic overhaul. Key enhancements included: 

• Aligning with a new Leadership Pathway, outlining essential skills and traits. 

• Reducing the program from 12 to 7 months to match promotion cycles. 

• Incorporating participant feedback to refine content and format. 

• Adding virtual simulations for flexible, real-world learning experiences. 

• Embedding learning into daily tasks, ensuring continuous application. 

Solution

The company partnered with BTS to implement a seven-month Aspiring Leader’s Program to reach over 10,000 emerging leaders in multiple cohorts. BTS developed a blended learning approach that combined traditional and digital elements for a scalable, high-impact experience: 

• Assessments: 30-minute pre- and post-program assessments presented realistic leadership challenges, helping participants set personalized goals aligned with company standards. 

• Small group coaching (pods): Groups of seven worked with a BTS facilitator, forming supportive relationships that continued beyond the program. 

• Workshops and simulations: In three virtual workshops, pods tackled common leadership scenarios. Participants experienced the real-time impact of decisions, competing with other pods. Self-paced versions provided additional flexibility. 

• Self-paced simulations: Cinematic simulations addressed critical skills in an immersive, realistic format. 

• Stretch assignments: Each module included hands-on assignments with three levels of activity, allowing participants to apply skills at a pace that suited their roles. 

• Alumni portal: Additional resources like articles, podcasts, and talks were accessible on the alumni portal, supporting ongoing development. 

• Streamlined communications: Weekly updates on a virtual portal and internal messaging channels kept participants engaged and informed. 

Results

The program drove significant progress, with over 1,000 leaders reporting notable improvements: 

• 89% felt greater clarity on their personal purpose. 

• 92% were more comfortable seeking diverse perspectives. 

• 93% gained stronger awareness of their emotional states. 

• 91% felt better equipped to handle stress. 

By the time of review, participants had completed over 57,000 on-the-job actions, with 96% noting substantial progress in self-awareness and behavior shifts. The program achieved a 92% attendance rate, ensuring aspiring leaders were well-prepared to lead and guide the organization into a successful future.