Empowering Future Leaders: A Success Story in Leadership Development

How talented individuals grew into 21st century leadership potential.

 
Sourcing

Our client, a company specializing in providing manpower and data for large organizations with high recruitment needs, plays a crucial role in sourcing relevant candidates. With their sourcing employees using an in-house software platform, the client connects customers with candidates, helping them fulfill their recruitment requirements more efficiently and cost-effectively. Alongside this service, the client recognizes the need to foster leadership development among their junior team members.

Industry: Outosurcing - Markets: Europe, North America Asia - Team: up to 100 leaders

The Challenge

The organization had grown to around 300 people, but leadership responsibility still sat heavily with top leadership. A stable middle-management layer was largely missing, which created gaps in alignment, decision-making, and people development.

To address this, the company made a conscious decision to build a strong middle-management layer, not only to strengthen execution, but also to develop the next generation of leaders and improve retention through clearer growth paths and better day-to-day leadership support.

Increased Leadership Capacity leading to improved results

The implementation of our Leadership approach has yielded notable results:

 
1
Improved Leadership Capacity & Capability: Program participants have demonstrated consistent growth, earning promotions to higher positions. The concepts, practices, and tools acquired during the program continue to be actively applied, even years later..
2
Enhanced Sourcing Quality: The top leadership at the client's organization has reported an increase in sourcing quality, resulting from the improved leadership capacity and capability of their team members. This enhanced sourcing quality has led to increased job placements for their customers.
 

Solution: Building the next generation of leaders

We partnered with the client to design and run a leadership development journey that helped new and emerging managers build the skills, confidence, and habits needed to lead teams effectively.

Instead of treating leadership development as a one-off training, we created a program that evolved continuously based on feedback, real challenges from participants, and what the organization needed next. This made the program relevant, practical, and sustainable, and supported the company’s goal of developing managers internally while keeping retention high.

Scope: How we supported the organization

Our involvement in this success story included:

1) LEAD Program

  • Co-designed the LEAD leadership development program in close collaboration with the client
    • Continuously improved the program proactively based on cohort feedback and organizational needs
  • Delivered weekly sessions for one cohort per year
  • Successfully delivered three cohorts end-to-end

2) Individual coaching and mentoring

  • Provided on-demand coaching sessions for participants and other managers
  • Supported real-world application of concepts, practices, and tools in day-to-day leadership situations

3) Weekly retrospectives for middle management

  • Set up weekly retrospectives as a temporary improvement cadence for the middle-management group
  • Helped leaders reflect, remove friction, and build continuous improvement habits as a leadership team
 

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