- Design and implement leadership assessment programs (360s, competency assessments)
- Build and deliver targeted leadership development curricula
- Measure leadership capability and track development ROI
- Coach and develop individual leaders and leadership teams
- Align leadership behaviors with organizational strategy and values
The Leadership Effectiveness System
Building strong leadership capability requires alignment across assessment, development, and measurement.
Assess
Design valid competency models and assessment approaches (360s, simulations, interviews) that reflect your strategy and culture.
Develop
Deliver targeted development through programs, coaching, stretch assignments, and peer learning directly linked to business needs.
Measure & Sustain
Track progress in leadership capability and connect it to downstream team and business results.
Who This Is For
- Organizations that have identified leadership gaps at senior or mid levels and need objective assessment and development
- Companies preparing for growth, succession, or transformation where leadership capability is a bottleneck
- Leadership teams that want to move beyond generic training to targeted, measurable development tied to business outcomes
- Organizations with inconsistent leadership expectations or behaviors across sites or functions
- HR and executive teams that want to build a strong internal leadership bench and reduce reliance on external hires for critical roles
Impact on the Company
- Stronger leadership bench and succession readiness
- Improved leadership behaviors that drive results
- Better measurement of leadership development investments
- Higher engagement and retention in teams led by developed leaders
- Clearer leadership expectations aligned with strategy
Key Outcome
Created a behaviorally anchored interview framework (BARS) across all hospital roles that improved hiring consistency and legal defensibility while driving a 30% increase in new-hire retention; leadership development systems contributed to a 15% reduction in turnover in critical operational areas.
How We Typically Work Together
- We start with discovery — understanding your leadership model, current assessment practices, business strategy, and the specific leadership behaviors that drive success in your context.
- We design or refine competency models and assessment approaches (360s, simulations, interviews) that are valid and practical for your organization.
- We deliver individual and team feedback in a constructive, developmental way and co-create targeted development plans.
- We build or curate development experiences (programs, coaching, stretch assignments, peer learning) that are directly linked to your strategy and culture.
- We establish measurement so you can see progress in leadership capability and the downstream impact on team and business results.