Leadership Development and Succession Planning for UK Financial Institution’s Executive Team

The CEO and Chair of a UK based financial institution recognised the need for leadership and team development and a robust succession plan for Executive roles.

They also saw a big gap between ExCo and the levels below; leaders were too reactive and focused on delivery.

The CEO and Head of HR asked us to help them understand what leadership capabilities they would need to meet future challenges. These included growth opportunities, evolving customer needs and increased regulatory pressure.

Working directly with the CEO and Chair we:

• Spoke to key stakeholders to understand and align their different perspectives on high-performance.
• Defined leadership expectations applicable to all leadership levels.
• Completed a pilot with two Executive leaders including the Head of HR.
• Went on to assess the remaining ExCo members and Board, including Non- Executive Directors.
• Helped the ExCo and Board to understand succession strength using qualitative and quantitative insights.
• Facilitated a series of ExCo and Board team effectiveness workshops that are still running.
• Designed and delivered two development programmes for Managers and hi-po employees.
• Supported the selection and onboarding of a new CEO and other ExCo members.
• Provided leadership and impact coaching to a selection of leaders.
• Gave outplacement support to leaders exiting the organisation.

Feedback from participants and sponsors was hugely positive and Hanover continues to work with the Society.

In 2022 the original ExCo participants undertook a reassessment process that evidenced positive behaviour change and impact over the 18 months between assessments.

Every leader measurably increased their leadership behaviour ratings in at least one area.