future TALENT pipeline

We explore the progression and readiness outcomes that matter, the moments where emerging talent needs to perform successfully, what better performance looks like and how development will be evidenced.

We saw responsibility being taken at a level we would normally expect much later. Exactly what we wanted from this group. Highly recommended.

Senior Talent
Development Manager

WE WORK WITH YOU TO IDENTIFY...

Can instantly adjust their performance to the changing dynamics of a situation

1. The business results critical to you

  • Anticipated and prepared for emerging capability needs
  • Delivered targeted upskilling and reskilling at scale
  • Improved workforce readiness for strategic priorities
  • Aligned workforce capabilities with long-term business strategy
  • Increased organisational agility to respond to change
  • Reduced reliance on external hiring for scarce skills
  • Accelerated time-to-productivity in priority roles
  • Built a future-ready, adaptable workforce
  • Strengthened internal mobility and deployment of talent
  • Strengthened the leadership pipeline

2. Where performance must improve

  • Owning work with real business risk
  • Moving from team tasks to higher-impact responsibilities
  • Taking accountability for outcomes, including budget, clients and delivery
  • Building credibility in a new role or domain
  • Addressing underperformance or poor behaviour
  • Overcoming imposter syndrome
  • Receiving less guidance and support from managers
  • Taking on client-facing responsibilities
  • Acting as a brand ambassador
  • Influencing senior leaders

Have a process to prepare for difficult situations so they can be calm and confident under pressure

Faster progression from early-career roles into first-line leadership

3. The professional performance you require

  • Rapidly build capability in new or evolving situations
  • Build collaborative relationships at every level
  • Maintain performance when priorities or conditions change
  • Communicate with clarity in challenging moments
  • Build credibility through consistency and follow-through
  • Adapt communication style to different stakeholders
  • Navigate conflict constructively without damaging relationships
  • Take more responsibility for outcomes, not just tasks
  • Own problems and drive them to resolution
  • Learn from mistakes and adjust behaviour quickly

4. How to evidence what has changed

89%

Agreed they were developing the capabilities expected of future organisational leaders​

100%

Agreed they could better influence and have greater impact with senior colleagues and stakeholders.

87%

Felt more confident contributing at the next level of responsibility

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