Realizing that not enough women leaders were being considered for executive positions, a global financial services company considered the current state of its organizational culture and its readiness for change.
A leading tax services firm sought to build their leadership pipeline with a comprehensive approach to identify high-potential talent in underrepresented groups.
A global financial services firm sought an expert leadership development/coaching partner to create, build, and facilitate a custom leadership development program for 16 of its senior Investment Management leaders.
A global QSR company sought to reignite a long-standing high-potential, cohort-based leadership program for General Manager succession.
A global healthcare services provider recognized significant performance gaps amongst their audiologists and was experiencing high attrition due to a lack of professional development paths.