Leadership Academy

RBL’s Leadership Academy is an intensive development program designed to help your leaders build the competencies needed to deliver the results that matter to your stakeholders
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The RBL Leadership Academy is a custom development program designed to help your leaders build the competencies they need to exemplify your leadership brand and deliver results to stakeholders through an integrated process of assessment, coaching, training, on-the-job experience, and measurement.


With your team, we’ll customize the academy to target skill gaps and ensure that your leaders are equipped to deliver sustainable value to your organization. Design Process Infographic
We’ll help you identify what your leaders need to know and do to deliver value.
We’ll work with your design team to build a curriculum for the academy
Together, we’ll design a full academy that incorporates assessment, learning, action learning projects, and coaching.


Participants use our Leadership Code 360 and MENTOR® Leadership Battery assessments to evaluate their strengths and opportunities and use the results to identify development priorities. Request an assessment demo


Participants work with coaches to create an Individual Development Plan based on the results of their assessments that identifies experiential learning opportunities and provides a blueprint for meeting their individual development goals. Sample Development Plan


Each workshop is designed to build and reinforce effective leadership skills and help your leaders embody your organization’s leadership brand. These engaging and interactive workshops require participants to apply the material to specific and relevant business issues. Workshop Components


To implement and reinforce lessons learned in the classroom, participants will work in groups on projects sponsored by their leaders that address current business issues and make a tangible impact in the organization. Sample Action Learning Projects


At the end of the program, participants engage in a 360 follow-up assessment to help articulate the progress made throughout the development experience and share the impact of the program on their work in HR. Additional Measurement Examples


All participants who demonstrate improvement attend a graduation event where they share the results of their projects, hear from their leaders, and highlight their accomplishments. Sample Graduation Certificate

Sample Academy Timeline

Participant Portal

All participants in your organization's Leadership Academy will receive access to a customized online portal that contains logistical information, course materials, additional resources, and further detail about specific parts of the Academy. Explore the participant portal

Start Building Your Leadership Capability.

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Designing an Academy
We'll start by learning about your organization and determining what your leaders need to be, know, and do to deliver value and fulfill stakeholder expectations. Together, we'll decide who should participate in the program.
Next, we'll work with you to customize our standard Leadership Code learning modules to fit the selected group level and your organization's unique differentiators. We'll use this customized content to structure the program's curriculum and coursework.
Together we'll build the curriculum into a full academy experience that incorporates customized assessments, high-impact training, relevant measurement, individual coaching, and action learning projects.
Measurement Strategy
Evaluating the success of your program depends on the measures you look at. Here is an example of a measurement
strategy that could be used to evaluate the program at different levels in the organization.
  • Completion of IDP
  • Scores on leadership competency follow-up surveys
  • Change in ready status
Project Teams
  • Completion of action-learning project
  • Total cost savings or revenue generated from action-learning project (projected and actual)
  • Employee engagement score for direct reports of participants (before/after, compared to control group)
  • Pre- and post-module skill confidence ratings
  • Employee engagement score of participants
  • Turnover ratio of participants (before/after, compared to control group)
  • Group scores on leadership competency follow-up surveys
  • Backup ratios for critical jobs
  • Average time to market for new product
Development Plan (Sample)
Module Components
Individual Work
Reflection and application exercises help participants connect coursework to their individual challenges and situations.
Group Discussions
Discussing the material in a group setting allows participants to gain perspective on broader organizational issues.
Case Studies
Custom or standard business cases help participants understand how the material operates in real organizational context.
Video Cases
Video cases illustrate and emphasize the concepts being discussed.
Skill Building
These exercises give participants the opportunity to practice using the tools they are learning and receipve feedback from other participants.
Simulations of real organizational environments allow participants to use the tools and frameworks in a controlled setting.
Interactive games and activities help participants engage with principles from the material.
Action Learning Projects
Identify $150 thousand in annual savings in Line 3 procurement process.
Create market and distribution strategy for product launch that will generate €115 thousand.
Identify $175 million/year savings in procurement costs.
Identify new product to launch in India that can attain $200 thousand revenues by second year.
Create ROI-positive marketing tactics for XL-Lite product line.
Improve process for capital portfolio planning.