Leadership Development


Personal Development Pathway

We transform traditional personal development plans into dynamic Personalised Development Pathways that drive behaviour change in the flow of work. Following 360° feedback, each leader receives 90 days of daily WhatsApp microlearning – personalised knowledge nuggets, Socratic questions, practical examples, and suggested actions customised to their specific development areas. See what 90 Days on the Pathway actually looks like.


Leadership Development Programme

This is a comprehensive, evidence-based three-month programme that combines 360° feedback, personalised learning pathways, and professional coaching to drive sustainable leadership behaviour change. Participants receive a 360° feedback assessment, three one-on-one coaching sessions at critical points in their journey, and the 90-day Personal Development Pathway with daily WhatsApp microlearning. Designed for leaders at all levels – from first-time managers to high-potential senior leaders – the programme delivers measurable behaviour change at a fraction of traditional management development programme costs, and is B-BBEE compliant under Category G.

Testimonials

“The Pathway was practical and relevant to the challenges I deal with every day … it was not simply about learning theory, but about reflecting on how I manage my time, priorities and responsibilities while leading other people. The lessons fitted well into my working week … allowing me to focus more deliberately on what was truly important … I found the weekly lessons extremely useful because I could apply them directly to my day-to-day work … By halfway, the changes were becoming part of the way I worked and led my team … From a leadership perspective, I was listening more and delegating more responsibility instead of trying to manage or solve everything myself, which helped create greater ownership within the team. What has stayed with me most is the connection between managing yourself effectively and leading others effectively … I would tell a colleague starting the Pathway to apply the lessons to real situations as they go, because the biggest value comes from making small, practical changes that gradually become part of the way you work and lead.”
DAWID FOURIE, SALES MANAGER

“The Pathway … was practical and made me think about things I could actually use in my everyday work and life. The lessons were easy enough to fit into my day and didn’t feel like another big task I had to get through … there were a few times when the Professor in Your Pocket came in handy. If I was stuck with a situation or wasn’t quite sure how best to handle something, I could use it there and then to talk things through and get another perspective. It was nice having something available when you actually needed it, rather than waiting for the next training session. By the halfway point, I could definitely notice a change in myself … I think people around me probably noticed that I was a bit more thoughtful in how I handled certain situations as well. The biggest thing that stuck with me is that you don’t have to make huge changes to make a difference. Sometimes it’s just changing how you approach a conversation, a problem or even a normal daily task. I’d tell anyone starting the Pathway to give it a proper go and actually use what you learn because that’s where I found the real value.”

LEON BERNARD, BRANCH MANAGER

“I enjoyed the rhythm of regular prompts, and how the areas of development kept building upon each other … The Professor in Your Pocket became an anchor for me, and an ongoing reminder of the growth areas … I found the theory and the prompts very valuable … By the halfway point, I could feel a real shift in how I was approaching my consulting work … For me, that is where the real value of the pilot became tangible … I would recommend the experience. The information was incredibly useful, but more importantly, it organically found its way into my strategic thinking, preparation, and decision-making … I would encourage others to really engage with the content; it can be a catalyst for growth or development areas that becomes tangible and actionable … The insights can be deep, and I found that allowing myself time to sit with them, rather than rushing to the next thing, made the learning much more meaningful … I genuinely believe there is something very powerful about having a thoughtful learning companion that meets you where your real work is happening.”

ZHUREENA, DIRECTOR, LEARNING & DEVELOPMENT FACILITATOR AND OD CONSULTANT

“ “I found a lot of value in the Personal Development Pathway. I enjoyed the way the material is structured with the learning objectives, Socratic questions, practical scenario, action steps and reflection prompt. It is a process that allows me to learn, reflect, evaluate and then make my own … There have also been light bulb moments … when I see something from a completely different angle that has given me richer experiences . I think a lot had changed for me , but it tends to be more internal … This is a truly life changing experience … I would strongly recommend the programme for personal growth and professional development

GROUP DIRECTOR: PEOPLE

Frequently Asked Questions

Who is the Personal Development Pathway for?

Managers and leaders in organisations that want feedback to turn into visible behaviour change. Lessons are calibrated to three levels: new and first-line managers, managers of managers, and business unit or function leaders. A first-time manager and an executive don’t need the same lesson on delegation, so they don’t get it.

How are each participant's topics chosen?

From their own 360° feedback. The areas that matter most in the report become the participant’s three priority topics, drawn from a library of 62 leadership topics across eight capability areas. Organisations that use the Korn Ferry Leadership Architect™ can select topics through our competency cross-map.

Why three topics, and why one at a time?

Leadership gaps rarely travel alone, so a 360° usually points to more than one area worth working on. Running the topics one after another keeps the load manageable: one focus, 20 lessons, then the next.

Where does the content come from?

From Thornhill’s library of 62 leadership topics. Each topic is built on a referenced research base of peer-reviewed and seminal sources, and draws on 23 years of Thornhill’s work in 360° feedback with South African organisations.

How does an organisation roll it out?

Usually after a 360° round. The common sequence is the 360°, then a feedback session, then the Pathway. Contact us for a proposal and we’ll shape it around your cohort and what you want to achieve.