Coaching Services

Working with High Potentials

KDT Consulting coaching approach focuses primarily on supporting Talent Strategies. Kerry partners closely with businesses to understand not only their business strategy, but also how that then translates into working with high potential people within the organisation. By knowing the business strategy and the talent approach to the business this enable Kerry to provide targeted development discussions with individuals in the high potential pool (as well as those identfieid in Emerging Talent and Mastery Group). So, what does that look like?

‘Tailored Coaching’ – tailored for high potential pools of people

Kerry works extensively with those companies who have a strong focus on ‘accelerated development of high potential employees’ who are identified strategically through a Talent Management approach (succession planning etc). These pools of high potential people may consist of between 5 and 50 people, with the focus being on

• ‘business capability’ gaps found in the business and
• individual gaps relating to current or future roles (success profiles)

Example a current ‘Tailored Coaching’ initiatives Kerry is working with clients on are outlined below.

An 18 month program involving 30 General Managers of a major financial institute where Kerry is working with individuals around:

• Debriefing of LeadershipMirror report (DDI tool)
• Developing a tailored development plan based on results and business goals
• Conduct Myers Briggs Type Indictor with individuals to understand styles and assist with leadership approaches / understanding others
• Complete a ‘Relationship Map’ which involves in-depth analysis of strategic, operational and personal relationships in the business (current and needing to be developed)
• Providing executive group with consolidated data as to key strengths and areas for development of their high potential pool.
• Partnering with their business to put strategies in place on an organisational level to close those capability gaps.
• Continue to monitor behaviour change in individuals and from a cultural perspective.

Other current initiatives with high potential senior leader pools involve debriefing around development centre results with the focus being on tailoring a development for the ‘target role profile’ or ‘success profile’ of an executive role to determine readiness and capability of the individual. This program (for a major bank) was delivered by providing:

• 2-3 initial intensive sessions (1.5hrs) with each individual to review diagnostics and draft development plan.
• Meet with individuals senior leader to ensure alignment and clarity around roles and what success looks like
• Provide ongoing quarterly discussions over a 12 month period to ensure continued focus, follow through and sustained behaviour change to achieve business results.

If you believe this approach would benefit your talent approach, please feel free to call Kerry to discuss further.