No two companies are the same.
That’s why our leadership and talent solutions are designed around you and your business objectives.
However, our clients often face similar challenges – here are some of the most common.
Defining High-Performance Leadership
Just why are your best leaders so good? What’s the common
‘DNA’ that’s found in the way they think, behave, make decisions
and lead others?
What if you could accurately define this DNA and use it to select, develop, performance manage and deploy high-calibre leaders across your organisation?
We can help you define exactly this for your organisation, based on current and emerging business challenges and strategies.
By working with your leadership team and high-performing leaders at different levels, we can uncover the values, behaviours and approaches used to enable successful outcomes.
Our wealth of experience enables us to benchmark these factors externally against other high-performing leaders and organisations. We can develop a set of leadership behaviours that are the ingredients for leadership success in your business based specifically on your strategy.
Once defined, these behaviours can be integrated into every aspect of talent management, from selection processes to performance management to leadership development. This clarity helps increase consistency, engagement and retention at all levels.
Selecting High-Performing Leaders
How do you ensure you select the best leaders for critical roles in
your business? Whether it’s hiring an external candidate or
promoting from within, you can’t afford to make a costly mistake.
Our in-depth and impartial assessment process defines the success factors for individual roles and measures candidates against them. The resulting insights go far beyond those generated by standard selection processes. They will help you identify strengths, gaps and potential in detail and quantify and manage appointment risks.
We can closely support your decision-making process, working in concert with executive search firms, if they’re involved, but always with our clients’ interests at the heart of what we do.
Once you’ve made an appointment, we can provide in-depth assessment feedback, onboarding support and coaching, to set them up for success in your business.
For less senior roles where you may have a higher number of candidates, we can design and run assessment centres, which provide an efficient way to create multiple insights.
Developing High-Performing Leaders & Teams
How can you help your star leaders and teams to excel whilst
supporting those who are struggling to up their game?
Your leaders and teams may already follow some development pathways, but how tailored, relevant and engaging are they?
We work with leaders and teams to challenge their assumptions and identify their development priorities (e.g. through psychometrics, development assessments and team analysis). We also support the enhancement of their communication, impact and leadership behaviours.
Our facilitation is energetic, involving and challenging. We don’t ‘train’, but leverage the expertise in the room to help participants to reach their own conclusions.
With feedback and coaching our approach is tailored, business-focused and practical. We’re challenging but supportive and focused on helping participants to convert reflection and planning into action
We design and run leadership development programmes for ‘in-tact’ teams or leadership populations, for example, as modules over a number of months or years. Integrating learning and development into ‘business as usual’ and a context of ongoing change, enables leaders to implement, practice and review what they’ve learnt and to understand the ‘real’ impact it’s having.
Effective leadership development also increases engagement and retention, saving you money whilst improving your employer brand.
Identifying Potential & Managing Succession
How can you ensure you have a ready supply of outstanding future
leaders at every level in your organisation, and that they’re ready to
step up and take on new challenges when the time comes?
You may have an idea of who’s likely to progress to a bigger role. But how will you close the gap and identify the exact requirements for future success?
We can help you to identify and develop high-potential leaders and map their likely progression onto a succession plan.
Our robust assessment approach produces evidence-based data on personality, performance and potential. A positive participant experience is guaranteed, thereby improving your employer brand.
Through in-depth feedback we can help you - and them - understand which role ‘shape’ and career track is most likely to engage them and make the most of their strengths.
By identifying individual strengths and development priorities, you can target investment and resources where they’ll have the biggest impact.
On a broader scale, building a clear succession plan for senior and other critical roles, will help you manage the risk of unexpected moves. It will also identify gaps that require external hiring.