Experienced business psychologists, we work with senior leaders in large and complex organisations.
We define what leadership capabilities organisations need, assess leaders against these capabilities, and deliver ambitious acceleration programmes to fast-track leaders’ development.
Find out how we assess and accelerate the right leaders for your tomorrow:
Talent pipelines aren’t delivering
Heads of Talent & Learning tell us why….
Senior managers will not take the risk on appointing internal talent
Development plans are left in a drawer or forgotten and are not actioned
‘Ready later’ succession candidates never move to ‘ready now'
Development programmes fail to demand or measure improvement
Talent is assessed infrequently, usually when one-off decisions are needed
They struggle to demonstrate return on investment to their stakeholders
Do you want your business to thrive and not just survive?
It all comes down to how you assess, accelerate and appoint the right leaders needed for your tomorrow.
But if we strip it all back, what’s wrong?
Our solution
How we Assess and Accelerate the right leaders for your tomorrow
Phase 1 Activate
Through innovative techniques we build and sustain your talent’s commitment to their personal journey
Phase 2 Assess
We identify objectively who will develop furthest and fastest and how this can be accelerated
Phase 3 Assign
We work with you to identify the right stretch experiences that will move individuals rapidly along the talent pipeline and become ‘ready now’ successors
Phase 4 Accelerate
We provide the tools and support to enable people to extract the maximum learning from both their day jobs and stretch experiences
Phase 5 Appoint
We enable your talent to onboard new stretching roles confidently, supporting their successful transition
How do we unblock your talent pipelines?
The organisations we’ve helped
We’ve helped unblock the talent pipelines of these leading organisations. For each we’ve tailored our approach to their context and priorities, delivering highly successful programmes both in person and virtually.
FUNCTIONAL TALENT
BAE Systems
Their problem
Did they have the bench strength needed to win business in an increasingly competitive marketplace?
Our solution
We developed and ran development centres simulating the future business and personal capabilities required. Our assessments gave individuals insight into their strengths and development priorities, as well as providing actionable insight for the functional leadership team.
EMERGING TALENT
Aberdeen Standard
Their problem
How would they develop their emerging talent as leaders of change rather than pure technical specialists?
Our solution
We designed a global programme to equip their emerging leaders with the leadership and management skills required to accelerate their contribution to business growth.
LEADERSHIP POTENTIAL
HSBC
Their problem
Which of their senior leaders really had the potential to succeed as a senior international manager?
Our solution
We carried out comprehensive assessments of leadership capability and potential, using behavioural observation, a deep dive interview and psychometric assessment.
TALENT ACQUISITION
Britvic
Their problem
Needing to bring new senior talent in, who could they safely appoint with the capability to transform the organisation while fitting Britvic’s culture?
Our solution
Our experienced psychologists carried out deep dive interviews to assess whether the individuals had the critical leadership capabilities and personal qualities to be successful in Britvic.
MID -LEVEL LEADERS
Philip Morris International
Their problem
Faced with the transformation of their entire business, which of their leaders were willing and able to lead that change?
Our solution
We aligned our approach to Philip Morris’s transformational attributes, and ran half-day developmental leadership assessments to activate and accelerate their leader’s development.
SENIOR LEADERS
SAB Miller
Their problem
How would they enable their Country MDs to embrace the shifts in mindset and behaviour required for their new operating model to succeed?
Our solution
Using one of our benchmarked business simulations we enabled their MDs to experience and get feedback on how they would need to operate in an organisation requiring more collaborative, consumer centric behaviours.
Want to know more?
Below are some of our recent insights which you can read online. If you want to have a chat about what we’ve done with other clients please complete the ‘get in touch’ form below.
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Quick read / Article
To have potential, our future leaders must be curious
This article outlines why curiosity is key for future leaders to have potential.
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Quick read / Article
Leadership Potential: how to identify it and use it to improve succession planning
This articles shows that succession planning should be based on the potential of your leaders, not on their past success.
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Quick read / Article
The four biggest myths about leadership potential
This article outlines common mistakes to avoid when it comes to using potential to identify your future leaders.
5 min read