Capability Assessment Drives Strategic Leadership Development for a Government-Owned Regulatory Business
The Brief
Future Leadership was brought on by a government-owned business that served in a regulatory role in its market, to support with the CEO and executive team.
While the team had been working effectively together for some years, they were facing increased pressures from global trends in regulatory and business standards, as well as complex emerging technologies. A core focus was understanding how the group could best address change over the next few years, and where they have areas to grow or re-strategise.
Increase in Leadership Effectiveness
Organisations using psychometric assessments like Hogan for leadership development report a 25% improvement in leadership effectiveness and decision-making.
Reference: Hogan Assessments, "The Business Impact of Personality" (2020)
Increase in Employee Engagement
Companies that implement capability assessment programs experience a 30% increase in employee engagement, as assessments help align employees with roles that match their strengths and potential.
Reference: CIPD, "Talent Management: Understanding the Dimensions" (2018)
Reduction in Turnover
Organisations using psychometric assessments as part of their talent management strategy see a 40% reduction in turnover among high-potential employees.
Reference: SHRM, "Using Assessments for Talent Management" (2019)
Improvement in Team Performance
Teams that undergo capability assessments show a 20% improvement in overall team performance due to better role alignment and understanding of individual strengths and development areas.
Reference: Gartner, "Harnessing the Power of Assessments for Team Success" (2021)
The Process
After an initial introduction to the team, we conducted two one-on-one sessions with each executive team member to help them to better understand their strengths, their areas for development and how they saw themselves compared with how others saw them. We then brought them together over a day to consider ‘what’s working well and what’s not working so well.’
The purpose of this day was to take them assist them in understanding what constitutes trust from their broader staff and stakeholders, and how great teams look and feel when they are performing. It was challenging for some but, by all accounts, very productive.
We followed this process up with further one-on-one sessions and regular check-ins with the executive leadership, to help monitor and guide their progress as leaders.
The Advisory Team's Impact Across Clients Through Survey Feedback
32% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
21% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
27% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
30% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
We were able to build the leadership’s internal reputation as collaborative and forward-looking leaders, whose strategy was driven by maximising capability and keeping up with sector developments.
We have since been brought on to assist in the recruitment of new executive leaders, to continue to expand and reinforce the organisations capabilities.
