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Concept Framework

LCMM is Designed to Help LFIs create better impact through their LDPs.

Successful Leadership Development Programs (LDP) are designed to achieve two results:

  • Developing Individual Leaders through Competency Enhancement
  • Creating Business Impact by Consciously Utilizing Leadership Competencies

Leadership Factories need to build Matured LDP Practices to ensure both.

Leadership Capability Maturity Model (LCMM) will help assess current Maturity Level and plan improvement initiatives.

Components of A Leadership
Factory Ecosystem

LDP Design

  • Clearly Articulated Leadership Competency Framework linked to The Business Context
  • LDP design uses Blended Learning approach with Focus On Business Application
  • Pre and Post Program Assessment of Competencies to Create Leadership Pool.

Practices Alignment

  • Organizational Practices are aligned with desired Leadership Behavior: Hiring, Communication, Collaboration, R&R, Care, Career Growth and Dev.
  • Regular feedback and coaching to help leaders manage self and master competencies

Business Impact

  • Formal Succession Plans to Nurture and Utilize the Leaders’ Capabilities.
  • Impact measures to connect LDP to Strategic Business Results
  • Top Management led Governance Structure to build strong LDP Brand

LCMM - Four Maturity Levels


LDP designed and delivered in response to short term organizational or individual needs. Mostly seen as a training activity. No formal or long-term tracking of impact.


Focus on developing individual leaders. Approach is largely about building competencies through structured learning. Success tracked through evidence of competency enhancement.


Focus on creating business impact through LDP. Formal governance structure and branding for LDP are in place. Success tracked through a formal set of measures indicating Competency enhancement, Employee Engagement, and Business Performance


Focus on creating an organizational leadership pipeline to support succession plans. Organizational Practices support continuous improvement in leadership behavior. Success tracked through percentage of leadership positions filled through internal talent.

LDP Components

  • LCMM Level 2

  • Individual

  • LCMM Level 3

  • Incorporated

  • LCMM Level 4

  • Integrated

LDP Design

  • Leadership Competecnies defined for all levels and roles. Participants are assessed for competency levels pre and post program.
  • Design largely focus on cognitive aspects with limited project- based applications.
  • Delivery often led by external experts. Limited use of internal business context
  • Use of business specific application projects to blend with cognitive learning.
  • Competency assessment to earmark participants for succession readiness.
  • Internal leaders are involved in design, delivery and project-based mentoring.
  • Program objectives connected to strategic business goals
  • Blended learning includes special assignments and job rotation.
  • Design and delivery benchmarked against best practices
  • Top Management involved in design, delivery and Mentoring practices.

Supporting Practices

  • Hiring and recognition practices are connected to Leadership Competency
  • Managers are trained to assess Leadership Competency
  • Integration of IDP based career plans with LDP
  • Organizational People Practices and LDP are not formally integrated.
  • Organizational practices and formally aligned with Leadership Competencies
  • LDP action learning projects and special projects are supported through organizational practices in related areas.
  • Leaders receive regular feedback and coaching to demonstrate organizational practices
  • Top management role model organizational practices crucial for leadership development
  • Organizational practices are regularly audited for identification of better integration opportunities
  • All senior leaders are involved in formally mentoring LDP participants.

Business Impact

  • Competency improvement is tracked through evidence of change in behavior.
  • Improvement in employee engagement and operational efficiency are expected but not specifically tracked
  • LDP largely managed by Talent development team
  • LDP participants, based on their assessment, are formally tracked for future leadership positions and succession plans.
  • LDP participants are identified for bigger andcritical roles/assignments
  • LDP is branded separately from L&D programs and managed by a cross functional team.
  • Top Management puts in place a formal governance structure to monitor LDP
  • A set of impact measures covering leadership pipeline, employee engagement, and business performance are reviewed by Top Management/CEO
  • LDP Brand is connected to and reviewed for integration with EVP and Employer Brand.

Our Leadership Team

prasenjit bhattacharya

Prasenjit Bhattacharya

CEO and Co-Founder
dalreen patrao

Dalreen Patrao

Co-Founder and Director
praveen menon

Praveen Menon

Executive VP and Business Head
sandeep malhotra

Sandeep Malhotra

Chief Product Officer
ashwin srivastava

Ashwin Srivastava

shivangi shinari

Shivangi Shinari

Senior Manager - Customer Success
vishwanath joshi

Vishwanath Joshi

Senior VP
rachana vyas

Rachana Vyas

Chief People Officer


Reduction attrition by


Improve engagement by


Improve sales by

Create a leadership pipeline

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