Creating a talent pipeline for leadership succession

Their challenge:

How could Cobham identify the right leaders with the aptitude, skills and motivation to lead the business in the future as part of their increasing focus on having robust succession plans and development processes at all levels?

Our solution:

Kiddy designed and ran assessment centres to benchmark their top 200 globally and then followed through with an 18 month development programme that included both individual and group development events and activities. 

The candidates received in-depth one to one feedback after the assessment centre which formed the basis of their development plan.  Line Manager input and sponsorship was an essential aspect of the approach. 

Kiddy provided regular updates to the Board on the progress of the high potential group along with benchmarked reports on how their senior people compare with senior managers in other organisations. 

The impact:

The business has benefitted enormously from the programme. 75% of participants have been placed into more senior roles since attending the assessment centre, and the increased visibility of the group’s talent has enabled focused succession planning.