Assessment and development
Bringing depth, objectivity and precision across all your assessment and development activities.
Applying robust, distinctive psychological methodology we illuminate answers to questions that are pivotal to an organisation’s people strategy and unlock personal growth and versatility for leaders.
Our work here arises from:
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Transitions; we work with leaders who need a catalyst for transition, have to ready themselves for transition or are already in transition.
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Talent identification; we work with leaders who have had a light shone upon them by their organisation identifying them as having potential. But potential for what? And, where do they have versatility already and where could they build versatility?
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Contextual change; we work with leaders who need to embody and advocate for a new way, demonstrating their ability to respond to contextual or societal changes that drive change in organisation leadership.
And we partner with our clients in these areas:
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Development; growing young talent, expanding leadership capacity for new roles and remits, improving capacity to drive and deliver change, developing international capabilities, readying senior leaders for next career stages.
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Assessment; talent pools, succession planning, bench strength, talent audit.
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Recruitment; lateral hires, internal promotions, board positions, new roles.
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Collective learning events
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Enabling individual change, collectively.
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Certain territories are ripe for collective development, our data and experience tell us these are the things that are most difficult to develop unaided. Therefore, these are the territories we inhabit in relation to collective learning.
Our work here arises from:
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Collective development needs that aim to prevent everyone running into the same roadblocks for e.g. strategic influencing, resilience, and psychological wellbeing.
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Cultural needs identified as the ‘ways of being’ that will encourage strong performance and growth for e.g. embedding of values to create a living and breathing culture.
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Strategic change that brings clarity to those levers or areas of focus that will result in strong performance and growth for e.g. the central importance of strong people management to strategic imperatives.
And we partner with our clients in these areas:
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Strategic influencing; stakeholder management, influencing, brave conversations.
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Leading people; performance management, setting direction, delegation, feedback, inspiring others, creating safe, empowering environments, listening up and speaking up.
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Psychological wellbeing; stress management, resilience, emotional management, courage.
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Relationship management; people insight, collaboration, participation, and inclusion.
Coaching
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Challenging thinking and provoking fresh, more expansive perspectives.
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Bringing a genuine desire to effect lasting change we help leaders emerge and transform based on deep psychological knowledge and coaching expertise, making real that which is hard but possible.
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Our work here arises from:
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Individual assessment; having brought crystallised, nuanced understanding to leaders through our reports, often we are asked to continue the relationship and move insight to action.
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Coaching assignments; our reputation for creating real, sustainable change in leaders results in both organisations and individuals seeking out our coaching services.
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Integrated development programmes; when designing development programmes we often include a coaching element to integrate learning from on the job experiences, projects and collective events, again moving insight into action.
And we partner with our clients in these areas:
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Leadership development coaching; career inflection points, managing change, realising potential.
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New and interim roles; leadership persona, versatility, impact, influencing reach.
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Going from good to great, great to greater; unfolding into leadership, removing constraints.
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Integral coaching; enabling more expansive perspectives and sustained change.