The challenge that the Division faced in was the imminent retirement of a number of senior executives and limited or no internal succession. The need was to rapidly develop a group of high potentials to be able to succeed in senior management roles. The PPI network were invited to work with the HR team to design and deliver a process to facilitate this rapid development. The process over two years consisted of:

  • a development centre to provide critical individual feedback on development needs versus a set of leadership competencies and enable the creation of individualised development plans
  • coaching support
  • internal mentors from senior management
  • follow up of the individual development plans
  • leading change
  • supporting the innovation process 360° feedback versus the leadership competencies and progress on personal development