
Transformative leadership development program at a professional services organisation. Building capability and driving organisational success.

The Brief
A professional services organisation had developed and set a new strategic direction for the organisation. As part of this, they were looking to determine which future state capabilities are required to achieve this direction and underpin their leadership development and talent management activities.
The organisation wanted to design a capability framework that builds a company-wide common language that represents what it means to be a great employee and leader.
Furthermore, once the capabilities were launched, they wanted to develop all leaders in alignment with these capabilities by delivering a leadership development program to 100 leaders.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Lower Turnover Rate
Organisations with effective leadership development programs have a 30% lower turnover rate among employees, as leadership development fosters employee engagement and loyalty.
Reference: Harvard Business Review, "The Impact of Leadership Development on Employee Engagement" (2017)
Companies report Enhanced Leadership Skills
85% of companies report an improvement in leadership capabilities as a direct result of implementing leadership development programs, leading to better decision-making and team management.
Reference: Deloitte, "Global Human Capital Trends" (2019)
Higher Return on Investment (ROI)
Leadership development programs yield an average return on investment (ROI) of 6 times the cost of the program, reflecting the significant value they add to the organization.
Reference: Korn Ferry, "The Real ROI of Leadership Development" (2018)
The Process
Future Leadership structured a two part program through a blended approach consisting of:
Design of their future state capabilities required for success at the organisation. The methodology to design the capability framework, included
- Desktop research of relevant internal and external documents
- Interviews with Executive team to gain their perspective of capabilities required for the future
- Focus groups with a representative cross section of employees to gain their perspective of capabilities required for the future
- The capability framework design. Refinement and finalisation through consultation
Development and delivery of a Senior Leaders Development Program delivered to the top 100 leaders. The program aimed to build capability linked to the newly designed capability framework across two-day residentials, applied projects aligned to the organisations ‘pebbles’ method and coaching squads. .
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
The program led to significant improvements in participants’ leadership capabilities and confidence. Key outcomes included:
- A common language and capability standard set for the organisation
- Roadmap to capability implementation underway with the leadership development program being the first activity
- Leadership development program currently in program. Future Leadership received positive feedback from participants and the client about the outcomes of the program.