Within the scope of supporting leaders to be more effective at leading, our services
are broad and bespoke to your needs. They can be categorised as follows:

NEW! Leader Suitability - 'Healthcheck' Assessments

Are you sure this is the right person for this leadership role? How can you be sure?


Introducing our new ‘Leader Healthcheck’ service to manage the risk of appointing or promoting a leader whose way of getting things done may turn out to do more harm than good.


The Problem


In these uncertain Brexit-dominated times, our businesses need to be as effective as possible, to succeed in today’s (and tomorrow’s) globalised, hyper-competitive world.


But there can be barriers to this. Sometimes, newly-appointed leaders can turn out to have a negative impact on the business, despite their best intentions.


Their unguarded reactions to others, or their inability to adapt to complex situations can have consequences that undermine the goodwill, engagement and easy co-operation amongst colleagues.


As these people become more senior, the effects become magnified and wider-reaching, affecting not only their credibility, and the respect and engagement of their staff, but also the effectiveness and responsiveness of their operations.


In senior leaders, it can mean the collapse of a function, or compromise the competitiveness of the entire business.


Significantly, recurring issues often repeatedly distract their Director’s, or CEO’s attention away from what is really important to the business.


The Solution


To minimise that risk, our ‘Leader Healthcheck’ service analyses a person’s suitability for a more senior leadership role.  Along with ‘standard’ assessments of current capability and potential, we include in-depth analysis of leadership impact and fit in relation to the context and culture in which that leader must be effective. Specifically:


  1. Leadership ‘derailers’: The possible negative impact of the leader’s unguarded behaviour which can occur when they are trying to be effective under conditions of pressure, stress, fatigue or complacency. Examples: high ego, volatility, micro-managing, attention-seeking, self-promoting, withdrawal from others, excessive caution, stubbornness, unpredictability.


  1. Their likely adaptability to operational realities: their responsiveness to a fast-paced, intense, unpredictable working environment; also to the wider, dynamic and ambiguous business context: Emotional Agility; Intellectual Agility; Social Agility; Results Agility.


  1. The likely fit of the leader’s natural style with the expectations of the target team; is this the leader they need and will respond well to?


  1. The likely fit with the wider organisational culture and values: the ability to authentically embody and reinforce what matters most.


  1. Change Agility: the leader’s likely ability to make a sustained, positive, visible contribution to a culture of organisational adaptability.
Leader Support

Having ongoing meetings over a period of weeks or months to openly and confidentially talk through what’s best for your leadership. Working closely with you, our specialist’s role is to support and advise you, as a trusted confidante. They will help you to understand yourself and the people around you more thoroughly, and to think through effective ways of leading them.

We can address specific people challenges you face, or support your progress towards your own leadership aspirations. We will identify opportunities for putting into practice the ideas and principles that are most suited to you as an individual, your objectives and the context you are in.


  • You’ll feel more confident in your decisions about others
  • You’ll feel more confident conveying your expectations
  • You’ll anticipate what will frustrate others and cause difficulties, and manage accordingly
  • You’ll be more realistic about others’ actual potential
  • You’ll be specific about what will be most useful in helping others to progress
  • Everyone can use a common language about personal styles, strengths and limitations

The Leader Support service can be structured around what you need and when you need it. Some clients value the regularity of scheduled monthly meetings, while others appreciate the flexibility of their support being more ‘on-call’.

On-call support means that when you want to discuss something, you can. A discussion can be arranged quickly to respond to a ‘what keeps you up at night’ issue when you need it, rather than having to wait for the next scheduled meeting.

Of course, the service is available to other leaders in your organisation who you think might benefit from it.

Leader Development

Examining other leaders in your organisation, we objectively and robustly analyse their capability and potential for progression. Development Centres comprise a programme of activities that include interviews, psychometric testing and simulations, typically lasting a day.

Assessors bring in an externally benchmarked perspective to assessing the style, effectiveness and potential of participants, as well as supportive feedback and coaching to them. Written and verbal feedback to you will include recommendations and ideas for any developmental interventions.

Next Steps

If you think you and your business can benefit from the support that we offer, contact us for an initial chat or to arrange a meeting to see if you would benefit from a free initial consultation.