Case Study: Developing Future Leaders at TechNova Ltd.

TechNova Ltd. is a mid-sized IT company known for creating innovative software solutions. Over the past year, the company has grown quickly, and several experienced software developers were promoted to managerial positions. While technically skilled, these new managers lacked leadership experience.

Soon after the promotions, the HR department received feedback about communication problems, poor team coordination, and increased employee dissatisfaction in several departments. A 360-degree feedback process revealed that the new managers struggled with soft skills such as communication, conflict resolution, and team motivation.

To address these issues, TechNova’s HR team created a development program combining different training methods to meet both organizational goals and adult learners' needs. The program included:

• Instructor-led workshops on communication, conflict management, and team leadership.
• Self-directed e-learning modules covering time management and emotional intelligence.
• A mentoring scheme where each new manager was paired with an experienced department head.
• Feedback sessions using the “sandwich method”, where constructive feedback is framed between two positive comments.

Outcome after three months:

• Team performance improved.
• Employee satisfaction surveys showed higher morale.
• Employee turnover in the affected departments dropped by 20%.
• New managers reported feeling more confident and better equipped to lead their teams.

Questions:

1. Analyze the difference between training and development in the context of TechNova Ltd.’s leadership program. Define both concepts, then explain how each was applied in the case. Use at least two examples from the case study to support your answer.

2. Evaluate the training methods used by TechNova. Would you recommend other methods to enhance the program’s effectiveness? Why? Describe at least two methods used and assess their strengths and weaknesses. Then, suggest one additional method and explain how it could improve results.

3. What role does feedback play in employee development? Briefly describe the purpose of feedback in development. Then explain the parts of the sandwich method and give one specific example from the case or your own experience.

4. How did TechNova identify the competency gap? Why is this step essential before launching a development program? Name and describe the method used to detect the competency gap. Then explain two reasons why this step is important.

5. Discuss how adult learning principles were considered in the development program. What could have been improved to better support adult learners? Suggest two improvements to better meet adults’ learning needs.

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