A deep read across the nine leadership impact areas, built on the behaviors most predictive of leadership impact at work. Leaders rarely know where to aim their own development effort. This tells them, and it is there to come back to when it matters most.
How boss, peers, reports and others actually experience them, rated against the same nine areas, with written comments alongside the scores. Ten minutes per rater. The gap between how a leader sees themselves and how the room sees them is usually where the development sits.
A one to one session that turns the reports into two or three commitments the leader believes, rather than a document they file. Your own HR team can be accredited to run them, so the conversation reaches further than your top thirty people.
The strengths that stop working under pressure, and the behaviors that quietly undermine a capable leader. Read before a promotion or a restructure, this is the part of the picture most leadership programs never surface at all.
A global bank needed its senior leaders to lead a major change program rather than survive it. Leadership Impact and Leadership Risk reports, one to one debriefs, then a group session that put the leadership team's whole pattern on a single page.
