Case Study - Leadership Development
Client Need
A large bank was seeking to provide a development experience
for middle management levels in order to improve overall leadership
bench strength and provide a stronger leadership pipeline
to feed into more senior roles. After a number of exploratory
discussions, CompAssess was engaged to provide a solution.
CompAssess Solution
CompAssess consultants worked collaboratively with client
stakeholders to develop a Success Profile for middle management
leaders in the business. Utilising a number of CompAssess
processes, data were gathered from current incumbents as well
as their managers to develop a leadership Success Profile
including behavioural competencies, enablers and derailers,
knowledge requirements and pre-requisite experiences. Importantly
consultation with senior management ensured that the Success
Profiles were not only reflective of the current environment
but of the vision and direction the organisation was moving
toward. Following validation, the resultant Success Profile
was presented to client stakeholders. The robustness of the
process and the high level of consultation ensured strong
agreement to and acceptance of the finalised Success Profile.
From the Success Profile, a developmental assessment centre
was customised to provide stimuli for the identified behaviours,
enablers and derailers. All middle management incumbents participated
in the development centre. Interviews and questionnaires were
utilised to identify any knowledge and experience gaps. Each
individual received a detailed written development report
and participated in a working session with CompAssess consultants
to determine development priorities. These were developed
into specific development plans with their reporting managers.
At the group level, results were presented to senior stakeholders
in the process, revealing strong trends in terms of both collective
strengths and development gaps. These, in turn, have been
the stimulus for the targeting of organisation development
initiatives.
Outcome
All middle managers are working to their development plans.
Overall satisfaction with the process was high as measured
through evaluation forms focusing on the Success Profile,
the development centre experience and the accuracy and effectiveness
of the development planning process. Strategies for demonstrating
development progress and for refreshing the focus of middle
managers on development gaps are currently in the planning.
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