Aligning Leadership and Strategy.
A $12B tech consultancy firm needed to evolve its leadership model fast to match a bold new strategy.
3 Big Wins
1
Clear picture of leadership potential and gaps
2
Data-driven development and succession
3
A stronger, forward-looking top team
The Challenge.
Our client -a $12B advanced technology consultancy -supports government transformation through cutting-edge solutions in defense, cybersecurity, and national security. As they shifted from a cost-plus delivery model to strategic technology consulting, their leadership model had to evolve fast.
The business was shifting fast - and we had to ask: were our leaders really ready? We needed an objective view, delivered with empathy - someone who could meet our leaders where they were, understand our strategy and culture, and still push us. Credibility was everything.
Our Approach.
We worked with the CEO and leadership team to define what “great” leadership looked like in the new operating model – and built a high-impact, assessment-for-development experience around it.
What we did:
- Defined success profiles for each executive role, based on future business needs
- Conducted individual assessments combining psychometrics, executive interviews, stakeholder feedback, and a small group strategic case discussion
- Delivered tailored reports, feedback and development plans for each leader and to the CEO, COO and CHRO
- Used the insights to shape Leadership Team (LT) composition, inform succession decisions, and guide targeted development
With early impact, the business took the same formula deeper – identifying future senior leader talent and giving them focused development tied to future target roles.
We had to balance rigor with experience. This wasn’t just about 'rating' leaders - it was about investing in them. The breakthrough came when the assessment became a gateway to meaningful growth, not a judgment. That’s when people really engaged.
The Impact.
The organization has embraced a data-driven approach to leadership development and succession:
- Every LT member has been assessed, with targeted development plans in place
- Successors are now identified early, with curated support tailored to individual potential
- Development is now intentional, strategic, and measured – with clear ownership at the most senior level
This shift has created a stronger, more sustainable leadership pipeline — aligned to where the business is headed, not where it’s been.
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