The client is one of the largest and most successful vertically-integrated consumer food and beverage companies in the Philippines and Southeast Asia. From humble beginnings in the 1950s, they have grown to be a trailblazer in manufacturing and agriculture with best-in-class technologies and processes.
Leaders underwent a data-driven, 360 assessment that identified up to 80 inclusion-related behaviors, equipping them with the practical know-how to lead inclusively.
Leaders freely share experiences, insights, and learn under the guidance of a facilitator, promoting accountability and confidence in leadership.
Workshops focus on in-the-moment coaching, helping leaders guide teams to become independent problem solvers and critical thinkers.
Emerging leaders gain insights, strategies, and feedback through a mentorship program co-designed with HR, fostering collaborative growth.
Leaders apply knowledge in real business cases, presenting ideas and solutions, gathering feedback to enhance learning retention and ownership.
Embed behavioral and cultural change towards inclusive leadership.
Develop coaching skills to build high-performing teams and a feedback-rich culture.
Enhance strategic thinking skills in deciphering industry trends and insights.
Assess inclusive leadership behaviors and receive feedback.
Interactive peer discussions with expert guidance.
Visit leading agritech firms for industry insights.
Senior and junior leaders collaborate for growth.
Real-life business cases to develop leadership skills.
I learned that talking to our team members about their personal lives is really a big deal to genuinely connect with them. Bringing our relationships to a personal level allows our teams to be more comfortable communicating with us as leaders. We bring our whole selves to work, we don’t leave our families behind. When we engage with them wholeheartedly, we invite them to bring their authentic selves to work.
We used to only coach our teams once a year, but I'm doing it more regularly nowadays and being more intentional on building an inclusive culture. Instead of jumping right into the agenda when I have my one-to-ones with my reports, I’ll spend some time to talk about how we can show malasakit (caring for others) to one another.
Before starting this journey, we were so focused on delivering results that we tend to forget we are dependent on the work of our teams and that we need to continually develop them as people. By being more thoughtful in how I delegate work, I was not only able to provide my reports with opportunities for growth, but I too, can give myself the avenue to grow as a leader.
CATAPULT