Our results

HomeExecutive assessment not only requires the highest levels of expertise but also an uncompromising commitment to discretion and confidentiality. We have helped identify high potential leaders and shaped leadership teams for the public and private sectors, across a range of industries and for organisations of all shapes and sizes.

We have in-depth knowledge of high potential leadership talent in:

  • Banking, finance and insurance
  • Mining and resources
  • Airlines
  • Pharmaceutical
  • FMCG
  • Professional services
  • IT&C
  • Media
  • Not for profit
  • Federal, state and local government

 

Case study: reshaping executive bench strength

Background

  • High profile Australian organisation with over 2,500 staff based nationally
  • 80 year dominance in the information and advisory sector
  • Facing increased competition, reduced revenue, out-dated products and unreliable legacy systems

Presenting problem

  • Environmental factors forced the need to seek new sources of revenue by developing new products, updating aging infrastructure, reengineering processes while reducing costs
  • Highly technical organisation with internally competitive silos and long tenured executive-level leaders
  • Risk-averse culture traditionally focused on incremental improvement to operational processes rather than strategic level step-change
  • In general, executives have a high need for control, low strategic capability and a history of under-performance in large-scale project delivery

Strategic imperative

  • CEO initiated restructure resulted in the establishment of a division responsible for executing a five-year business transformation strategy and two divisions responsible for delivering existing business

Our brief

  • Identify executive-level leaders who have the potential to lead the business transformation and those more suited to managing the existing business

Solution

  • The top 40 executives participated over a three month period
  • We customised the process to support a leadership development and career planning approach
  • This approach was adopted because some executives felt uncomfortable being ‘assessed’ and believed in promotion based on tenure and technical expertise

Results

  • The results explained why some executives had previously failed to deliver in more strategic and challenging roles. For some this provided an opportunity to change or reshape their current roles
  • The results also identified individuals with strategic level capabilities that were largely untested due to lack of exposure to more complex roles in the past
  • The executive cohort profile identified a scarcity of high potential leaders
  • The results influenced how the senior leadership team balanced their executive bench strength across both strategic transformation and business delivery roles
  • We provided executive coaching to several executives to help develop the critical gaps preventing them from operating at more senior levels

Developing leadership talent

Redesign my Brain: Neuroplasticity or Practice Effect?

ABC television recently caught the imagination of 865,000 viewers with the first of a three-part series called Redesign My Brain with Todd Sampson. Viewers learnt that Todd’s remarkable performance improvement, in tasks ranging from ‘attentional blink’ to juggling, could be attributed to ‘neuroplasticity’ …

Assessing leadership potential

Are you selecting average leaders?

What’s more important to know when selecting someone for a demanding leadership role?

High potential leaders

Fear – the change leader’s friend or foe?

I was recently invited to deliver the keynote address at the Public Sector Change and Transformation Forum in Singapore. The theme was leading organisation change and I spoke about neuroscience and effective change leaders …

Subscribe to our newsletter