internal career mobility

We explore the mobility outcomes you want to improve, the moments that determine whether people transition successfully, what better performance looks like and how faster contribution will be evidenced.

We saw women establish themselves much earlier after moving roles while staying true to who they are, which was so important to us.

JP Morgan
Head of Product

WE WORK WITH YOU TO IDENTIFY...

Reduction in time to progression—from an average of three years to one year

1. The business results critical to you

  • Lower recruitment costs
  • Increased internal fill rates for critical roles
  • Shorter time-to-hire for key positions
  • Improved retention of high-potential talent
  • Faster redeployment of talent into priority roles
  • Reduced reliance on external hiring
  • Better utilisation of existing talent
  • Stronger leadership pipeline
  • Increased workforce agility
  • Reduced failure rates in critical role appointments

2. Where performance must improve

  • Promotion to a new role, department or area
  • Early leadership opportunities
  • Succession moves
  • Stretch-role placements
  • Crisis or turnaround assignments
  • Secondments into senior teams
  • Project-based assignments
  • Taskforces
  • Internal transfers
  • Cross-functional rotations

Felt more prepared to take on a new role within the organisation

Felt more capable of influencing beyond their current role

3. The professional performance you require

  • Quickly build trust and networks with new stakeholders
  • Deliver meaningful outputs within a fast ramp-up period
  • Carry increased expectations without performance drop-off
  • Maintain quality and consistency despite greater complexity
  • Sustain energy, focus and performance in new stretch roles
  • Operate with authority beyond formal role boundaries
  • Connect new responsibilities to organisational goals
  • Contribute to shaping direction, not just executing tasks
  • Handle the pressure and visibility associated with new roles
  • Hold oneself accountable for results despite transition challenges

4. How to evidence what has changed

95%

Felt more capable of accelerating their performance in a new role

99%

felt more prepared to take on a new role within the organisation

100%

Agreed they could authentically adapt to different and challenging situations

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