How Stanton Chase helped a Greek multinational financial services company set up an Executive Development Center it could bank on.
The client is a Greek multinational financial services company that employs thousands of people across the country. Its strategic priorities include applying Corporate Governance best practices to support its performance, business continuity, and leadership succession, ensuring its continued success and instilling confidence in its shareholders.
This client invests heavily in ensuring its leaders remain engaged, they continue to develop as leaders, they have an effective succession plan, promotions are best-fit promotions, and all critical leadership roles within the organization are properly assigned internally. For this reason, they needed to establish a Development Center to support leadership growth and succession planning for senior level executives. The project involved close to 100 executives and ran in waves.
A dedicated team with deep expertise and solid knowledge of the Financial Services sector managed the project. This team also had experience with similar Development Center projects. We assessed the organization’s leaders from various perspectives using methodologies such as structured interviews and 360-degree feedback. We also worked closely with the Client’s HR project team to develop plans for their development and progression.
Leadership exercises like these provide a new, neutral, objective, and data-backed perspective to the wealth of performance data that an organization holds about its leaders. Our Consultants are able to provide valuable insights due to their external, unbiased perspective, as well as the fact that each leader’s key contacts provided internal feedback on their leadership style, their contributions, and their impact. We offered leaders’ key contacts the chance to express their opinions freely and anonymously to ensure the veracity of the information supplied.
The data collected through this project significantly enriched the pool of information the organization uses for succession planning and leadership development.
The data collected through this project significantly enriched the pool of information the organization uses for succession planning and leadership development. In addition, we shared the information gained about each participant with them during a feedforward session. This served as a way to help them increase their self-awareness, identify strengths and areas for development, and direct action for change and/or further development.