Client:

Publicly traded, Fortune 500, multi-national banking corporation

Situation:

The client needed to aggressively enhance bench strength among general manager candidates. Rapid growth had resulted in leaders being quickly propelled into assignments of expanded accountabilities for which they lacked adequate preparation. In fact, some leadership positions remained vacant for long periods of time because there was no potential leadership talent pool identified.

The client wanted to maintain the continuity of an already successful leadership culture and incorporate this into an internally designed development program. The bank’s executive education team had designed a high-potential program for the organization’s two highest leadership levels. Its assessment process, integration of data, and report writing were viewed as powerful, but time consuming.

As a result, the client was seeking a partner to pilot a similar, yet streamlined, process which would retain the impact of the original program for high-potentials in the next two leadership levels. The client required a partner that could integrate with internal resources to ensure a consistent application of the process across an international geography.

Results:

As a result of this effort, leadership position vacancy times have been reduced by over 70% and the CEO has directed that the program be implemented by all lines of business in all geographies.

The retention rate of participants twelve months after feedback was 97%. Right Management is now contracted to work with the client to design and implement a similar process for middle management.