Training Top 125 Best Practice: Leadership Development at ARI

ARI added two new programs to its Leadership Excellence Series. The Advancing Leader Program prepares high-potential managers for higher-level leadership roles, and the Potential Leaders Program prepares employees to move into supervisory and manager roles.

Leadership development is an intregal part of fleet management company ARI’s success. The company offer a comprehensive approach to leadership development through its Leadership Excellence curriculum series. The New Leader curriculum prepares newly promoted supervisors and managers with the tactical knowledge they need to succeed. The Core Leader program provides tenured leaders with additional learning opportunities through the year.

Program Details

To meet the business goal of developing people and promoting from within, ARI added two new programs to its Leadership Excellence Series. The Advancing Leader Program (ALP)  prepares high-potential managers for higher-level leadership roles. Nominated participants complete an 18-month blended learning curriculum comprising instructor-led training (ILT), virtual instructor-led training (VILT), social learning through a dedicated SharePoint site, 360-degree assessment with follow-up coaching, and participation in action learning projects.

The second program added to the series is the Potential Leader Program. Through this six-month blended learning program, individual contributors are prepared to move into supervisory and manager roles. Nominated participants learn and apply the key managment and leadership skills needed to lead a productive team at ARI.


The first ALP cohort completed the program in June 2015. To date, 30 percent of the first cohort have received promotions, and ARI has begun implementation of multiple business initiatives as a direct result of the work completed in the action learning projects.

Since implementing the Potential Leader Program, 38 percent of the participants have received promotions. The initial program was so successful that the nomination pool for the second cohort doubled in size. Overall satisfaction level was 4.77 out of 5.

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