Leadership Program

The Leadership Development Program (LDP) at Berry Companies is dedicated to building up staff to grow them as individuals into the business leaders of tomorrow. Berry Companies leaders are committed to our vision as a company and our corporate values of integrity and honesty.

Program Structure

The key building block of any organization is its people. Understanding different behavioral tendencies and personality types, including your own, can help you manage different personalities more effectively. This module will provide you with the tools needed to build more productive and successful work relationships.

Leaders in the middle are part mediator, negotiator, persuader and empathetic listener. You are responsible for communicating upper management’s policies and changes to others and you need to communicate suggestions and concerns upward.

To foster a collaborative, team environment, you need to be able to select qualified candidates; clearly communicate performance expectations; inspire, motivate and guide others toward goal accomplishment; and empower them by sharing information and authority.

Leaders are given fiscal responsibility for their department, store, or division. To be effective, you must be able to read a profit and loss statement, manage assets, forecast financial performance, increase sales and control or reduce costs.

During this module, participants will learn about multiple aspects of dealership operations and see the “big picture” by participating in a business simulation program known as Test Drive: The Business War Game for Distributor Operations. It is the only module of LDP presented by an external trainer, Jeff Lefebvre, PhD. with PriSim Business War Games.

Learn more about the simulator from PriSim Business Simulations

Success at Berry Companies requires the ability to interpret vision and goals — those of the corporation, your division, your department and your store. Effective leaders understand why it is necessary for both the organization and its customer and employees to receive mutual benefits. They know how to blend individual needs with organizational ends.

By reviewing your organizational knowledge, job challenges, competencies and potential derailers, you will create a plan to continue your learning and development well after the formal program is completed.