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A Scandinavian natural resources conglomerate was struggling to compete in the global market and wanted to determine if its managers could handle future challenges. The client leadership team was eager to provide development opportunities for managers, but because of the company's egalitarian culture, it had never openly discussed promotions, leadership selection, or management development.
Performance focus
We recognized that an organizational talent review would be effective in assessing management depth, pinpointing strengths and weaknesses, and helping underperformers. Given the company's cultural sensitivities, we suggested that this review be positioned as a "leadership development process," with a clear understanding that managers' salaries were not at stake.
Our consultants guided employees in creating initial review processes, conducting pilots, evaluating data, presenting findings to top executives, and recommending improvements. We also created a video training program so the self-conducted process could be launched companywide.
New priorities
Less than a month after the successful pilots, the company reorganized several top positions openly – a first. Today, leadership development is a top priority for this client.
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| | Case studies | |
 | Making Leadership a Priority | |
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