Running your organisation in a constantly evolving business landscape is a challenging task.

Robust development and assessment of your leaders and critical talent provides clarity and confidence on the current bench-strength, future potential and capability gaps that must be closed for your business to succeed. Our leadership development approaches are designed to be future proof, robust and multifaceted. 

What do we do?

We assess your organisation’s leadership and critical talent to identify where and how you can bridge the gaps between the potential you have and the future capability you need. Our experienced business psychologists:

  • test an individual’s leadership potential and their likelihood of success in more complex, demanding roles;
  • advise on who is ready for more, and where you can safely place your bets;
  • provide individuals with clarity about what they need to do, pinpointing the key areas for focus and future development;
  • give businesses the bench-strength data needed to decide on whether to build or buy.

Our leadership development assessments typically follow these steps:

  1. In-depth interview – An intense, engaging and thought-provoking interview is conducted with two senior psychologists.
  2. Psychometrics – Best-in-class tools are used to support development of your leaders in line with the future needs of the business. 
  3. Narrative 360 feedback – One-to-one in-depth conversations between our psychologists and the individual’s key stakeholders provide additional insight.
  4. Business simulation – Benchmarked simulations create a stretch learning environment that replicates the leadership challenges an organisation needs to overcome.
Kiddy were a true partner – they worked with us closely and delivered best in class assessment for development centres perfectly tailored for our business.

Following the development assessment we then provide:

  1. In-depth personal feedback – Providing insight on stand-out strengths and pivotal development needs, helping them understand the impact of these and what is needed to accelerate their success.
  2. Manager debrief – Ensuring line managers are clear on the outcomes and how these relate to the leader’s development and provide insight on how they can support moving forward. 
  3. Development planning – Supporting the leader to develop a meaningful development plan that they are accountable for and are confident in.
  4. Regular reporting – Providing pivotal insightful organisational level data to support with organisational level talent management. 

Why does it work?

The results speak for themselves, based on development assessments conducted for an international FMCG business participants rated themselves:

  • 100% clearer on strengths and development areas
  • 100% clearer on development priorities
  • 100% improved their support at peer network
  • 100% clearer on how to develop a leader 

Achieving an NPS score of 100.