A leading chemical manufacturing company in Saudi Arabia wanted to build on its existing competency excellence model of learning and development. So, KGC was appointed as learning and development partner.

The company’s focus on safety and operational excellence led them to create effective competency-based training models. The organizational culture was evolving, and there was a need for leadership at different levels to respond quickly to external threats and opportunities.

The company’s challenge was to embed a positive leadership culture and encourage leaders to embrace an agile mindset. They wanted leadership at all levels to become more interdependent. This would be achieved through building sustainable relationships, sharing real work values, success and failure through taking risks and improving accountability.

The solution focused on changing overall mindsets to evolve the organizational culture and leadership culture of employees. It required shifting leader mindsets to focus on:

• The relevance of work to the individual and organization
• Inclusiveness
• How to make work universal and distinctive
• What is unique about the organization
• How to build on what the organization’s competitors do not have

We implemented our five-phase approach , which begins with an assessment. We then designed, developed and delivered a leadership training program to different leadership levels that focused on organizational leadership culture. It was important to maintain existing safety and operational effectiveness to develop leadership skills that aligned with the company’s vision and values.

The program focused on four areas of leadership principles and development: