1. Client: Best Performing FTSE 100 Company of Last 10 Years

Client Need

To prepare members of the senior talent pool for positions on the Board and CEO committee and replace retiring members. Succession planning had been identified as a stock market and analyst concern with market value and share price implications.

TWP Solution

Our solution was to design a multi modular leadership development program that integrated competency development with projects that were personally selected and sponsored by the Board and CEO committee. These projects all addressed key strategic issues that were being faced by the company.

The Program

The program involved 15 selected participants and lasted a period of five months, split into four key elements:

1. Pre-work (Virtual)

The participants were given pre-work assignments that asked them to consider significant issues regarding leadership, and their own personal capabilities. The pre-work was all posted on a community website so that all participants could see it and begin to interact with each other, thereby building relationships before they actually met.

2. Core Workshop (Residential)

The first workshop comprised of three major elements:

• Self Awareness – Experiential leadership sessions designed to raise the participants’ awareness of how they are currently participating and leading. Key leadership concepts, such as commitment, responsibility, risking, win/win and the willingness to think global and challenge the status quo were introduced
• Change Management – Participants were given specific tools that supported their capability to drive change projects through an organization. The methodology was Accelerating Change & Transition ACT
• Chairman’s Projects – The final session of this workshop involved the Chairman/Board members briefing the participants on the selected projects on which they wanted the participants to work over the next four months. Participants were then given time in the workshop to begin the project.

Participants left the workshop with individual development plans as well as clear accountabilities regarding the work required for the identified project.

3. Workplace Application with Coaching (Workplace)

The participants then had four months in which they had to work through this project. During this period they received TWP coaching to keep them on track regarding their individual development plan and their progress on the Chairman’s project.

4. Program Completion (Residential)

The second workshop comprised of three major elements:

• Preparation/Presentation of results created regarding the Chairman’s project. Results were presented directly to the Chairman and the Board at the workshop.
• Individual learnings – Participants reviewed and captured the learnings that they had taken from the program and created an action plan for their future development.
• Coaching – Having been coached for four month themselves, the participants then spent the final piece of the program learning how to coach others.

The Results

The program was deemed to be a major success by the Chairman and the Board in both areas: succession planning needs were met and the project work resulted in the identification and a subsequent completion of a $2bn USD company acquisition.

“Over the last few years, we have made several major acquisitions, but the investment in the TWP Leadership Development Program has provided by far the highest Return on Investment”

Chairman of the Plc Board

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