Weeks 1–3: Signal Recognition
Complete the First Recognition Assessment, discuss the result with your manager and identify a development objective. Participants should bring an example of an opportunity they noticed before being asked to notice it. An invitation forwarded by a manager is acceptable supporting material.
Weeks 4–6: Executive Context
Participants receive an incomplete email from a senior leader and prepare a response. The exercise evaluates judgment, tone and the ability to distinguish an urgent request from an urgent writing style. Requesting clarification is permitted and recorded. The sender’s assistant joins the debrief.
Weeks 7–9: Presence and Judgment
A facilitated meeting tests when to contribute, when to defer and whether an additional question materially changes the scheduled end time. Participants rotate through chair, contributor and observer roles. Observers submit a short account of what they would have said had they been contributors.
Weeks 10–12: Applied Readiness
Teams present a recommendation to the Talent Review Panel. Each participant must demonstrate individual leadership without creating uncertainty about who leads the group. Slides must identify a decision owner even if the recommendation is to defer the decision.
Completion and next steps
The panel records completed activities, sponsor contact and the next development assignment. An unavailable sponsor does not automatically prevent completion. Participants should retain the invitation and any subsequent scheduling correspondence.
