We recognize that no candidate is truly perfect, and that each brings his or her own unique strengths and developmental needs to a new role. In order to maximize your insights and understanding of each candidate, we integrate objective, structured assessments into the hiring process using our proprietary LeaderFitTM Competency Model, which offers a consistent view of what great leadership looks like:
Our business psychologists, leadership consultants, and coaches, who are trained and certified on a variety of assessments, collaborate with our clients to identify the most appropriate evaluation solution to leverage for a given context. These specialists combine their experience and expertise with well-researched and validated assessments to quantify candidates’ capability against the LeaderFitTM Model as well as to identify their distinctive assets and risks. Our dedicated assessment experts bring a rigorous, insightful, and objective approach to every client project, along with a deep understanding of the executive leadership context.
When coaching executives, we have one main goal: to improve a leader’s effectiveness, which in turn positively impacts team success and overall business results. Our experienced and accredited coaching professionals work with executives to help them understand their assessment results as well as achieve greater self-awareness around their leadership strengths, development opportunities, and potential derailers. They also equip these senior leaders with tools and strategies that will allow them to generate new insights, enhance their overall impact, and lead them to higher performance levels.Find Out More
Our consultants have significant expertise in developing leadership capability and in designing programs with that objective in mind. Our approach includes:
Whether you are looking for your next CEO or for enterprise leaders across functional spectrums, identifying future leaders from within your organization has become critical to succeeding in an increasingly competitive talent environment. With our proprietary 7-step methodology, we are able to support organizations’ succession planning efforts, both internally (i.e., through objective assessments, leadership development and coaching, and integration) and externally (i.e., through external mapping, candidate evaluation, and new hire onboarding). Our rigorous approach can accurately predict future performance, leadership potential, and ability to shape an organization’s culture. As a result, our clients have the data and information they need to identify the leaders who have the ambition, values, and potential to drive their organizations’ future success.Find Out More
Our Systemic Team Coaching methodology, which is based on the work of Dr. Peter Hawkins (2020, 2017), recognizes that all learning and development is relational between the leader or living system and the wider living ecosystems they are nested within. To help leaders see a fuller and more complete picture, the coach will help them see their context through the six systemic lenses of: individual, interpersonal, team dynamics, team task mission, and intent, stakeholder interfaces, and wider systemic environment including the Political, Economic, Social, Technical, Legal, and Environmental influences. Through these lenses, leaders can take a future-back and outside-in approach and recognize and respond to the emerging needs and challenges of their wider eco-system in new transformative ways.
We will partner with your leadership teams using a Systemic Team Coaching (STC) approach to help your teams enhance their business and team productivity, relationships, and performance. The advantage of STC is that it recognizes that change takes place over time, and that effective team development is the result of both action and learning. More specifically, STC focuses on task, process, learning, and leadership in relation to the team's wider eco-system to respond to future emerging stakeholder needs. As a result, the team constantly transforms in dynamic relationship with its ecosystem with greater creativity and speed of innovation.
Similar to our systemic approach to individual coaching, we help leaders and leadership teams adopt a multi-layered perspective to see a fuller and more complete picture of their context through six lenses:
Despite being the future leaders of an organization, the “potential” that makes an individual high potential is frequently underleveraged in the face of tactical execution and day-to-day firefighting. These employees need to be identified, nurtured, and groomed, which makes giving them feedback, stretch assignments, and leadership development absolutely essential. Otherwise, they will pursue career opportunities elsewhere.
Our high potential program adheres to the following best-in-class practices:
Results easily feed into and support an organization’s existing talent development programs or can be used as the foundation for bespoke workshops.
Without the appropriate assessments, PE firms and other investors have no better than chance at selecting the right leaders to help reach their investment objectives. Research and experience have consistently demonstrated that structured and objective due diligence around executive team capabilities leads to superior outcomes. Our 4-step due diligence process includes:
For more information about how we can support your leadership development goals, please contact us: firstname.lastname@example.org.