Comment: this approach can be modified and used for a broad range of roles and jobsfamilies like (account) managers, controllers, consultants, sales managers, engineers, HR managers.

Based on online assessments, the preferred leadership style of individual Store Managers is identified: in which of the eight roles is a specific store manager put in his/her strength. They will get an extensive individual report Octogram Talent Profile that facilitates them in their further development (step 1).

In step 2 the ideal profile of a successful store managers (norm) is  set based on predefined criteria. This will be checked with the outcomes of the online assessments.

Step 3 consists of a fit-gap-analyse on an  individual niveau and group level. This individual store manager can check his own score with the norm profile and use this insight as input for a personal development plan (step 4).

In step 5 the collective training need is identified (gap-analysis) in order to design a modular training program for store managers  (step 6) making use of current effective training modules (best practices) and customize them to fit in the overall training program (step 7).

In step 8 the training program can be adjusted to e.g. the specific context of a country, scale of the branch, local market.