Our rigorous, unconventional and very pragmatic approach have helped hundreds of leaders to be effective respected members of their organisation.
We understand the depth of the role. Interview and test to ensure the person recommended will succeed in the role. We make no assumptions about on-boarding executives. Providing a thorough coaching based approach which helps the appointee succeed, earning the trust and respect of the company and build a truly effective team.
Our process benefits you, the client; the successful candidate; and the unsuccessful short-listed candidates as well. We debrief them after the selection is made and show them where they need to improve – which enhances the client’s reputation as a caring and principled employer.
Bridge the talent gap in people skills and leadership behaviour competencies.
Eliminate the cost of the wrong fit for management hires.
Reduce the loss of executives who quit or are fired within the first three years.
Prevent the failure rate of promoted leaders.
Leadership Development
Proven results over hundreds of clients
Boost your returns
Our method directly respond to our clients’ requirement to access leadership development that has a measurable and sustainable benefit to the organisation. Recognising that effective leadership is a primary cornerstone of the right culture and the right results.
Our method for leadership development has four core components, based on the premise that leadership is behaviour and communication. It also follows the McCall Learning and Development model of 70:20:10 – where 70% is learned via workplace achievements (Action Learning), 20% is by coaching at work and 10% is by interactive workshop participation.
We utlise a unique combination industry leading models in house developed systems that have been proven over hundreds of clients.
Create a participant survey to discover leadership needs.
Leadership development program Aligned to specific workplace requirements.
Catered to all learning styles with interactive and enjoyable practical exercises.
Participant manual containing the modules.
Post program projects with ‘soundbites’ for motivation to aid completion.
Participants design Action Learning projects on real workplace situations.
Acton Learning Projects are measured for ROI on conclusion
Leadership Performance
Proven results over hundreds of clients
Achieve your company goals
There’s a critical thing about leaders that is often overlooked. Whilst everyone expects them to be high performing individuals, and they are mainly that, what is often overlooked is whether they are a high performance leadership team. To be a high performing leadership team requires more than individual high performance.
It is not possible to be elite or high performing in everything and always, therefore they must know where they direct their energy.
With our expertise in creating and enhancing elite and high performance leadership teams, grounded in our past of covert and special forces activity we help your leadership to rapidly gain the skills needed to deliver outstanding results.
Our primary method is a coaching/mentoring approach, both group and individual.
Build a elite and high performing leadership team to achieve your company goals.
Boost performance through alignment within the team.
Your leadership team will gain clarity about where they must be elite; where they must be high performing, and where they must be compliant.
Expertise coaching/mentoring for both group and individual.
Leadership Retention
Proven results over hundreds of clients
Sustainable performance
Leadership retention is an essential component of succession planning, practice and viable sustainability. It’s rarely about the money.
Most established companies focus on execution in the now. They can get disrupted and lose relevance. Very few leaders are very good at both the short term and the long term. Sensibly you’d be better having both sets of talent as collaborative peers. After all, they do need each other.
By ensuring your leaders are chosen, not just for their current roles, but also for future possibilities with a personalised pathway that they have ownership of and is working, you can underwrite the sustainable success of your company.
We work with you to design those personal pathways for your leadership talent. We use state of the art profiling to assist at depth in developing executive pathways that excite your people and add great value to your company.
Speak with David today to see what we have to offer your people and your organisation.
Succession planning, practice and viable sustainability.
Gain an understanding to why your leadership leaves.
Develop a focus for the now and a vision for the future.
Leaders selected, not just for their current roles but also for future possibilities.
Pathways that excite your people and add great value to your company.
Testimonial
"I first met David in May of 2015. I had engaged in a recruitment process for a multi-hospital COO role to be based in the Middle East.
David had been engaged to undertake both psychometric testing and an intensive interview process over the short listed candidates of which I was one. The environment into which this role was to be based was challenging whilst for the company concerned it was an imperative that the right person be appointed into this key contract.
I have been in the work force for some 32 years, at least 20 of that operating at a senior level and my career has seen me bounce around various employers in different countries. Subsequently I personally have seen many executive firms engaged in these processes either as a subject of these processes or as an employer putting these processes over candidates for executive level roles.
The psychometric process run by David is known as the Tri Metrix EQ Assessment Tool. Rather than the two-minute noodle version which many organisations appear to have adopted in recent times – which in my opinion is a waste of time to the candidate and client – the Tri Metrix EQ Assessment was a thorough deep dive. The assessment report that came out of the assessment provided at least in my case an insightful and valuable view as to my leadership development, behaviours and motivators, the tool also blending these and explaining both the relevance of these traits but also how best to manage and develop these in the personal and business world. I continue to refer to the report on a regular basis.
The tool itself was complimented by an intense two-hour long interview process. It was evident that David had researched the environment into which the role would be based as all the questions were pertinent and highly insightful. The questions were also clearly linked into the Assessment Tool, the interview serving to explore elements identified in the Assessment and link into situations likely to be encountered in the role. David and I laugh about it now but the two-hour meeting was easily the most intensive I had ever engaged in my career. There was science in this as well with the process seeking to find the “real person” in a stressful situation reflecting the nature of the role.
In all of this I found David to be a no-nonsense business man, clearly highly intelligent and gifted in this line of work, the tools and techniques he used being scientifically based and are relevant and insightful to both the candidate and the employer. David has continued to personally keep in touch which is also something unique. I have found David to have an engaging presence, a man of integrity and down-to-earth nature with a clear passion in wanting people to excel and be the best they can.
To employers and to people seeking to better themselves in either the business or personal world. I have no reservations in commending David to their attention. I certainly intend to engage his services in future processes I will be running for key roles."
Stephen Smith
Managing Director, Business Systems and Special Projects Fullerton Health Group
My client is the new CEO of a company with 150 staff and three business units, only one of which was making a profit. The CEO has been my client for eighteen years and I’ve had the privilege of serving him on his journey of either creating new businesses or, as in this case, turning around an existing business.
Their problem
The business suffered under unsuccessful leadership over the last five years and the shareholders, two founders and a venture capital partner intend to save, scale then sell the business in about three to five years.
They hired my client to lead the transformation.
I was engaged to help by: Dealing with difficult people influencing a negative culture. Facilitate deep alignment amongst the entire leadership cohort. Coach and mentor the executive team to execute the strategy. At the right time deploy my proprietary business transformation model.
Our First Step Solution
The first step was to analyse the root causes which were poor leadership, difficult people issues causing poor culture and broken processes, all of which led to some poor decisions and loss-making where they thought they were making profit and high turnover of talent.
In the first 90 days we focused on the senior leadership alignment, difficult people issues, and corrected measurement processes.
Following the outcomes of the first 90 days we commenced deployment of our proprietary model of supreme business success, which means the business is the recognised preferred employer then provider in their space.
Results
The wins in the first 90 days are: We kept the high value people who made personal changes and replaced a few others. Profit improved in the profitable unit Breakeven for another unit. Lowered losses in the remaining unit. Clarity of alignment and collaboration in executive.
The company is now stable, and the strategy is taking hold.
Now we are rolling out our proprietary model which will produce the desired results in the next 270 – 365 days.
We can deliver this via Zoom or in-person, dependent on current lockdown restrictions.
The targeted results are: Growing profitability of each business unit. Integrated management and measurement systems across the business. High staff retention. A waiting list of talent seeking to join the business. High psychological safety of staff. 30% growth in new business with zero loss of existing ideal clients. Non-ideal clients respectfully encouraged to seek service suited to their values.
Update
As of 15 April 2021 the company is merging with a listed company rapidly increasing the value of the client company for all stakeholders.
I remain engaged to assist in transitioning the new people into the business and stay on course with the goal regarding becoming the preferred employer and provider in their space.
Problem was business suffered under unsuccessful leadership.
Dealt with difficult people influencing a negative culture.
Facilitated deep alignment amongst the entire leadership cohort.
Coached and mentored the executive team to execute the strategy.
Deployed my proprietary business transformation model.
First 90 days: kept the high value people Profit improved in the profitable unit Breakeven for another unit. Lowered losses in the remaining unit.
Next the proprietary model which will produce the desired results.
The targeted results are: Growing profitability Integrated systems across the business. High staff retention. Talent now seeking to join the business. High psychological safety of staff. 30% growth in new business Zero loss of existing ideal clients. Non-ideal clients respectfully encouraged to seek service suited to their values.
As of 15 April 2021 the company is merging with a listed company rapidly increasing the value of the client company for all stakeholders.
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