The pharmaceutical sector has experienced profound and rapid changes in recent years. Globalization, advancements in digital selling, the integration of artificial intelligence, and rising expectations from hospital Boards, healthcare professionals (HCPs), patients, and society at large are reshaping the industry landscape. While expertise in sales and marketing remains a core strength, the demands of effective leadership today go well beyond technical proficiency or subject-matter expertise.

Many current leaders have advanced into management positions from Sales or Marketing , Finance functional backgrounds, often without comprehensive training in leadership or people management. As a result, there is currently no structured framework for Leadership or Talent Development to guide capability building, performance management, or succession planning. Leadership practices can differ significantly across the organization, resulting in inconsistencies in communication, collaboration, and execution. For the organization to sustain long-term growth and foster innovation, it is essential to strengthen leadership competencies that support collaboration, transformation, and continued development.

Given these factors, a Leadership Competency Diagnosing Session will provide a clear picture of current strengths, highlight development needs, and assess readiness for future challenges.

Objectives of Leadership Competency Diagnosing

1. Establish a shared understanding of the leadership competencies required for success.
2. Assess the degree of understanding and confidence in key leadership behaviors across the organization.
3. Identify the strengths and gaps in leadership capabilities among current leaders.
4. Align expectations across Sales, Marketing, Medical, and cross-functional leadershipteams.
5. Lay the groundwork for a future-focused Leadership and Talent Development Roadmap.

Benefits of Implementing a Leadership Competency Framework

1. Provides clarity and alignment on the qualities and behaviors that define great leadership.
2. Ensures consistency in leadership expectations and actions throughout the organization.
3. Enables better decision-making for leadership development, promotion, and succession planning.
4. Fosters higher levels of collaboration across different functions and teams.
5. Builds a stronger culture that supports organizational transformation and growth.

Focus Group Discussion (FGD) Facilitation Process

1. Introduction: Outline the purpose, provide context, and set expectations for the discussion.
2. Competency Exploration: Examine the meaning of key competencies, discuss the associated behaviors, and share real-life examples.
3. Group Discussion: Reflect on current leadership practices and identify existing gaps.
4. Self-Rating and Team Rating: Assess both individual and team understanding and confidence regarding the key competencies.
5. Consolidation: Gather shared insights and pinpoint priority areas for development.

Expected Outcomes

• Summary of key findings presented in a competency heatmap.
• Insights into leadership strengths, areas for development, and observable leadership patterns.
• Recommendations for next steps, including the creation of a Leadership and Talent Development Roadmap

Consolidated by HCX Coaching