The number one problem most HR directors face is developing the leadership talent their organisations need to grow and expand. Organisations that can identify, manage, and develop high-performing leaders are far more likely to outpace the competition and realise breakout success. Done successfully, these organisations cultivate internal succession candidates for CxO roles, create and sustain a talent pipeline for critical roles, and optimise team development and effectiveness.
Notwithstanding a commitment to developing future leaders, organisations must contend with a number of adversarial factors:
Organisations must also face changes in the world of work that mean that employees feel more disconnected to the businesses they work for. Among these changes are an increased search for meaning from work life and career, and more pressure on individuals to make smart career choices. Weaker organisational hierarchies, shifts towards automation and digitisation, and communication challenges between incoming millennials and experienced talent can undermine engagement and commitment to the organisation on all sides. Such changes precipitate lower employee loyalty (cue the salience of employer branding) and higher turnover as leaders search for meaning among multiple mandates and their vendors, organisations.
This confers a strong advantage on organisations who can not only acquire the right talent, but who also have the capacity and insight to develop it to forge the next chapter in their organisational performance. It is to this end that we direct our leadership development solutions. With an appreciation for strategic priorities we:
We apply a rigorous ROI methodology to estimate the financial returns to an organisation of leadership development initiatives. Our solutions augment organisations' existing leadership development programmes and systems, and where appropriate, we suggest alternative solutions likely to increase the effectiveness of leadership and development outcomes.
When the stakes are high, it's human decision that counts. We help organisations make sure that their leaders can rise to the challenge.
Effective leadership can account for better organisational performance, higher profits, and a better workplace culture. An organisation's investment in its leaders is an important statement of its commitment to emerging talent, potential succession candidates, and alignment to its own strategic priorities.
With a documented rise in anxiety disorders and narcissistic traits, it is more important than ever to implement leadership development programmes that can address these factors and develop leaders capable of effective team development, talent development in the high-level contributors they manage, and net positive contributions to organisational performance and workplace culture. The speed of change, complexity, and ambiguity, demands a heightened level of resilience and the capacity to make shrewd decisions that will help the organisation grow and expand.
Emotional intelligence, or EQ, remains a central concern for organisations developing leaders. Our objective and rigorous assessments provide leaders with a view on their individual strengths and challenges, and equips them with the insight and impetus they need to improve how they relate to others, manage their own emotions, and navigate complex situations.
The ability to foster innovation and entrepreneurial capacities within their people and the wider organisation are also key for effective leadership today. We use a proven tool that measures entrepreneurial talent and ability. Deployed within the context of leadership development it helps identify those leaders most able to contribute to business innovation and growth, and provides key insights on developmental edges and how to address them for increased creativity and innovation.
Our leadership development solutions integrate insights and emerging trends we identify in our private career management practice. To this end, they help pre-empt the loss of star performers, highlight issues likely to be reducing diversity in the talent pipeline for critical leadership and CxO roles, and underpin initiatives that reliably deliver peak performance outcomes for organisations.
Dedicating resources to the organisation's best and brightest means showing them that the organisation is committed to their development. Leadership development programmes nurture the talent in the organisation and build their capacities to align with the organisation's growth. When it comes to development, most organisations simply focus on leadership development, and don't have an adequate talent strategy in place for their talent development. This not only ignores the potential of the future leaders of the organisation, but risks alienating and losing high-potential talent. Attracting the best talent is all about establishing a talent development process that develops high-potential employees to become the organisation's leaders of tomorrow.
Supporting team development, from skills development to capacity building, can turn an average team into a high-performing team. Organisations that establish effective team development programmes are more likely to have increased productivity and engagement among their employees. Understanding individual differences within the organisation's high-level teams can predict and isolate conflict areas, potential derailers, and opportunities for team building to improve effectiveness. Developing high-performing teams requires an alignment between organisational and functional needs, and individual motivations and talents. Whilst this can be a challenging balance to achieve, creating a team development plan to understand the optimum conditions for high performance can unite the best in each individual to create an impact across the organisation.
We help organisations develop the leaders they need to grow and expand. We follow proven methods and use cutting-edge tools capable of delivering superior results.
To discuss your requirements or find out more about how we can help your organisation, please contact us.
We help organisations build leaders that are uniquely positioned to forge the next chapter in growth and expansion. Our executive and leadership development programmes assess and develop the skills, behaviours, and attributes necessary for high performance.
With a view on strategic priorities, we detect and measure gaps in critical competencies, including hard-to-assess skills. Our training encompasses competency building in: leadership effectiveness; fostering creativity and innovation in work teams; managing cross-generational and remote teams; and emotional intelligence and resilience in fast-paced, complex environments. We also offer more specialised trainings in post-merger integration, managing engagement and dark triad traits in the workplace, and the use of social network analysis to bridge strategic disconnects between departments and organisations.
Our solutions develop cohorts of leaders who have the foresight and capacity to drive high-performance outcomes against the backdrop of a complex, demanding market environment. Training capitalises on quick wins, and contributes to a pipeline of viable internal succession candidates for CxO and other critical roles.
Executive and leadership development programmes include advanced psychometric assessment, individualised coaching and development plans, and competency-in-action labs.
Our career management solutions help leaders and high-level contributors navigate challenging inflexion points in their career. The situations we help with include disenchantment and loss of motivation, uncertainty about career direction, dealing with and moving beyond workplace bullying, and tackling transitions to new, challenging roles. The aim of our solutions is to provide informed, impartial advice to leaders and high-level contributors, and to help them achieve peak performance at work and in their career.
Only 10-20% of organisations who invest in leadership development initiatives evaluate their effectiveness on performance outcomes. Given the war for leadership talent and the need for organisations to maintain competitive cost structures and fiscal responsibility, assessing the return on leadership development investment is essential for executive decision-makers. We apply a rigorous ROI methodology to estimate the financial returns to an organisation of leadership development initiatives.
Organisational growth and performance is powered by a commitment to develop the leaders needed for the future. Development-focussed assessments isolate growth areas for individuals in the talent pipeline, and pinpoint the IQ dimensions and capabilities that matter most. Our solutions inform strategies to sustain talent pipelines, and develop leaders who can meet the demands your organisation faces - in the near and long term.
We run a private career management practice in addition to our leadership consultancy for organisations. This means we have unfiltered access to leaders' actual motivations, values, and career objectives. With a view across demographics and sectors, we witness emerging trends before they gain traction. We use this information to give our clients the advantage in the 'war on talent' and in the creation of attractive, high-performing cultures and organisations.
Leadership development creates engagement
Effective leadership is the second most important factor in employee engagement
Source: Casserly, M. (2011). What Employees Want More Than A Raise in 2012. Retrieved from https://www.forbes.com/sites/meghancasserly/2011/12/15/what-employees-want-more-than-a-raise-in-2012/#514876792f2a
Millennials under-prepared for leadership
63% of millennials say their leadership skills are not being adequately developed
Source: Deloitte (2016). Deloitte Millennial Survey Executive Summary. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-millenial-survey-2016-exec-summary.pdf
L&D neglects the pipeline
Only 5% of organisations have fully implemented leadership development at all levels. The majority focus on CxOs and other senior leadership, neglecting L&D at other levels in the organisation.
Source: Brandon Hall Group (2015). State of Leadership Development 2015: Time to Act is Now. Retrieved from http://www.brandonhall.com/mm5/merchant.mvc?Screen=PROD&Product_Code=IP15+-+
Leading UK media company
The technology innovation department suffered from high turnover and employee disengagement. The senior leader was concerned about retaining his best employees, and addressing poor team morale. We developed an away-day intensive and provided the team with a proven model to manage their own career engagement. We included strategies based on the particular workplace culture, and the challenge of working in a time-poor, opportunity-rich environment. The department went on to merge successfully with another internal team, and we received positive feedback from the department leaders and employees. We also received an offer to return to work with the department. Based on this work, we received positive feedback from the team and were invited to get in touch again post-merger to develop a longer-term partnership.
Financial Times top-5 UK business school
The business school approached us to help tackle some delicate issues around employee disenchantment amongst a prestigious group of senior academics. Over two years, we ran sprint-based development solutions focused on moving beyond the challenging incidents that created disengagement, overcoming choice fatigue in day-to-day work, and developing leadership presence in the MBA classroom. We continue to work with individuals from this group, with a focus on and achieving peak performance across the career.
If you'd like to have a conversation about how we can help you, please contact us.contact us