Learning and Development Consultant

You have been invited into a small bio-tech company, as a learning and development consultant. There are 120 employees, with growth to 200 employees expected in 6 months. Here is the scenario:
Roberta, the Director of Learning and Development, is a friend of the founder and was brought in to create the culture of the organization.  You will be working directly with her on this project.
Over the past two years (since the founding of the company) Roberta has designed and facilitated two, all company offsite — both were outdoor adventure-type experiences intended to show the value of taking risks and collaborating, by extrapolating lessons from mountain climbing and river rafting.  Risk Taking and Collaboration are two of the company values. The others are Fairness and People First.
Roberta has also designed and facilitated quarterly workshops on topics requested by employees: Emotional Intelligence, Unconscious Bias, Career Development and Strategic Thinking.
The CEO has a new request: Stop the work of building culture; it’s now time to focus 100% on management development. Managers have deep technical expertise but are generally inexperienced in managing others. On a recent employee survey, employees at all levels expressed discontent with their managers.
Your job is to partner with Roberta to develop a learning strategy and 1 year plan for management development – there is nothing in place now.  You will be presenting your strategy and plan to the CEO in 3 weeks. But first:
(40 points) Design a needs assessment: What tools would you use and why? Who would you include and why?
(15 points) What other data might you leverage? Who would you need to talk with and why?
(15 points) Assume in your assessment, you learn among other things: Employees are not getting feedback from their managers. As a result, they don’t feel they know how they are performing. Some employees tell you they have asked their manager for feedback, and they get the response, “You’re doing great!” Write one learning objective that will address the issue of feedback as part of your management development training. Follow the SMART criteria.