Impact potential
A score from 1 to 10 for each of the nine impact areas, with a plain-language descriptor, so you can see at a glance where a leader is likely to make the biggest difference.
The behaviors driving it
For every impact area, the specific behaviors behind the score, so a development conversation starts from evidence rather than impressions.
Impact enablers
Reflective questions built from the leader's own profile, to turn the insight into development action.
Situational leadership profile
Where a leader is likely to flourish and where they will find leading harder, which matters most when you are deciding where to place them.
Appoint on what a candidate will drive in the role, and use the interview version to probe the gaps.
Focus development on the impact areas your strategy depends on, rather than a generic program.
Find future leaders with the impact profile you need, including people who were never on anyone's radar.
Group analytics show the combined impact of a leadership team: where it is strong, where it is thin, and what nobody around the table brings.
Future board members, found
70 leaders were assessed against the impact future board members would need. Those placed on the development program included leaders who had not previously been on the radar.
leaders assessed for board potential
Leaders who drove a merger forward
A new leadership program used Leadership Impact reports to link individual goals to business strategy after a merger. It worked well enough to run for a second cohort.
cohorts through the program
What does 'future-ready' leadership actually look like in 2026?
The term 'Future-ready' gets thrown around a lot. But if you're sitting in HR with critical appointments to make, a fragile culture, and transformation work that can't afford to stall, the last thing you need is another buzzword.
Beyond the balance sheet: The wider implications of poor leadership
As well as the obvious financial implications, a bad leadership decision can derail transformation, damage culture, and even put compliance at risk. In high-stakes, highly regulated industries, the ripple effect of a wrong promotion or senior hire is huge.