Skip to main content
Image coming soon

Enterprise-Class High-Potential Development for Cross-Functional Programs

$199.00
Adding to cart… The item has been added

A tailored course, built for your situation

Enterprise-Class High-Potential Development for Cross-Functional Programs

Master leadership at scale through integrated program execution

$199 one-time
24-hour access provisioning 30-day money-back guarantee Hand-built implementation playbook
12 modules. 12 chapters per module. 144 chapters total.
12 modules, each with 12 chapters (144 chapters total), text-based, plus downloadable templates and a hand-built implementation playbook delivered alongside course access.
Talent and performance remain trapped in functional silos despite strategic demands for integration

The situation this course is for

Leaders are expected to develop high-potential talent across boundaries, yet lack structured frameworks to assess, grow, and deploy them effectively. Traditional leadership development doesn't scale with program complexity, leaving critical roles underprepared and transitions unstable.

Who this is for

Strategic business and technology leaders responsible for cross-functional program success and leadership pipeline development

Who this is not for

Individual contributors not involved in talent development or program leadership, or those seeking generic leadership advice without implementation rigor

What you walk away with

  • Identify and validate high-potential talent with precision across functions
  • Design scalable development pathways aligned to enterprise program goals
  • Lead cross-functional talent rotations with structured accountability
  • Integrate leadership development into program delivery lifecycles
  • Build board-ready narratives that connect talent strategy to business outcomes

The 12 modules (with all 144 chapters)

Module 1. Defining Enterprise-Class Potential
Establish criteria for high-potential identification that scale across functions and seniority levels.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 2. Cross-Functional Talent Assessment
Deploy validated tools to assess potential beyond performance metrics and tenure.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 3. Designing Development Pathways
Create rotational and stretch assignment frameworks aligned to enterprise goals.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 4. Stakeholder Alignment Across Functions
Secure buy-in from functional leaders to release and develop top talent.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 5. Scaling Leadership Without Authority
Equip emerging leaders to influence across reporting lines and geographies.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 6. Talent Integration in Program Lifecycles
Embed development milestones into delivery timelines and governance gates.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 7. Measuring Development ROI
Quantify impact of high-potential programs on retention, readiness, and delivery.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 8. Succession Planning at Scale
Build pipelines that anticipate future leadership needs across enterprise programs.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 9. Global Talent Mobility Frameworks
Design cross-border and cross-function movement with equity and compliance.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 10. Coaching High-Potential Cohorts
Deliver structured support that balances challenge and psychological safety.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 11. Board-Level Talent Communication
Translate development efforts into strategic narratives for executive sponsors.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12
Module 12. Sustaining Enterprise Talent Momentum
institutionalize practices to prevent regression and maintain program integrity.
12 chapters in this module
  1. c1
  2. c2
  3. c3
  4. c4
  5. c5
  6. c6
  7. c7
  8. c8
  9. c9
  10. c10
  11. c11
  12. c12

How this maps to your situation

  • s1
  • s2
  • s3
  • s4

Before vs. after

Before
Talent development is reactive, inconsistent, and disconnected from program outcomes.
After
High-potential identification, development, and deployment are systematic, measurable, and aligned to enterprise goals.

What's included with your purchase

  • 12 modules with 12 chapters each (144 chapters)
  • Downloadable templates and worked examples for every module
  • Hand-built implementation playbook delivered alongside course access
  • 30-day money-back guarantee

Delivery and format

  • Course and learning environment access provisioned within 24 hours of purchase
  • Hand-built implementation playbook delivered alongside course access

Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.

Time investment: Approximately 45 hours of structured learning, designed for completion over 8, 10 weeks with 5, 6 hours per week.

If nothing changes
Organizations that fail to institutionalize high-potential development risk leadership gaps, poor succession, and stalled transformation efforts.

How this compares to the alternatives

Unlike generic leadership courses, this program delivers implementation-grade frameworks specifically for cross-functional talent development in enterprise environments.

Frequently asked

Who is this course designed for?
Strategic leaders in business and technology roles responsible for scaling talent across functions and programs.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Is there a money-back guarantee?
Yes, 30-day money-back guarantee if the course does not meet expectations.
$199 one-time. Approximately 45 hours of structured learning, designed for completion over 8, 10 weeks with 5, 6 hours per week..

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.

30-day money-back guarantee· 144 chapters· Hand-built playbook included· Account access within 24 hours
!