Note: Event date change due to room avalibility.

This session delivers a practical, end-to-end approach to designing leadership development programs for individual contributors, positioned as a critical strategy for building future-ready organizations. Participants will engage in a structured, facilitated design sprint grounded in a real-world case study from a global organization operating across multiple regions and business functions.

The session will begin by framing the organizational challenge: leadership expectations are expanding beyond formal roles, yet most development strategies remain focused on people managers. Attendees will explore how this gap impacts decision-making speed, innovation, and organizational agility—particularly within globally distributed teams.

Using a case-based learning approach, participants will reverse-engineer a leadership development program designed specifically for individual contributors. The case will highlight key design decisions, including identifying leadership behaviors required at the individual contributor level, aligning learning objectives to business outcomes, and navigating the complexities of a global workforce.

Participants will then be guided through a repeatable fra mework for program design, focused on four key elements: defining leadership capabilities, contextualizing application within the business, building learner confidence through experiential methods, and establishing credibility through measurable outcomes.

The majority of the session will be spent in an interactive design sprint, where participants will:

• Define a target audience and leadership capability focus relevant to their organization 
• Develop a high-level program blueprint, including delivery approach and learning methods Identify 2–3 measurable success metrics aligned to organizational priorities 
• Create and practice a concise stakeholder pitch to secure buy-in 
• Explore initial launch and scaling strategies within their organizational context 

Tools and resources provided will include:

• A structured program design worksheet A stakeholder pitch template (Problem → Solution → Impact → Ask) 
• A measurement planning guide with examples of business-aligned metrics 
• Sample leadership capability frameworks adaptable to different industries 

No specific prerequisites are required; however, this session is most valuable for professionals responsible for leadership development, talent strategy, or organizational capability building.

ATD Capability Model – Managing Learning Programs and Integrated Talent Management

To learn more about this model see: https://tdcapability.org/#/

Barbara Davis is a Talent Management and L&D manager with 10 years of experience helping professionals—from the plant floor to leadership—grow with purpose and impact.

She designs training and development strategies that activate change, align with business goals, and elevate performance. Barbara's personal approach is grounded in a simple belief: Onward – with momentum. Whether it's building onboarding journeys, launching leadership programs, or driving process improvements, her focus on progress that lasts—growth that’s personal, practical, and strategic.

Barbara completed her Master's degree in Organizational Psychology and Talent Management in 2016 and has been working within the Chemical Manufacturing industry ever since. Barbara is also the VP of Marketing for ATD Houston.