Identifying executive talent
Identifying talent for
• Our in-depth experience, knowledge • Validate current identified talent –
business critical roles is
and insight into leadership; we work Use assessment/development centres
extensively with leaders in a range to benchmark the capability and
a vital activity in ensuring
of top organisations. This enables us potential of individuals identified as
an organisation has
to bring real insight to assessing and talent within an organisation.
the people capabilities
developing leadership talent.
• Integrate talent interventions
it requires to deliver
• Our depth of experience in working into the business – ensuring
with global organisations means that there is a good ‘fit’ between
superior performance.
that we appreciate the challenges activities to identify talent and
The challenges of talent and issues involved in working related organisational processes
identification, retention,
internationally. We work closely and practices – e.g. relating to
with clients to ensure that talent appointments, career development
development and
assessment/identification processes opportunities etc.
deployment, particularly
are appropriate and fair in a
• Educate and develop in-house
in these times of economic
global context.
expertise in assessing and
turmoil, continue to be
• Our venue. Henley is an ideal developing talent – working with HR
critical requirements for
venue for running assessment or practitioners and line managers to
development centres. Strategically develop their skills in identification
senior management.
located, we can provide a highly of potential, objective assessment
conducive atmosphere with a and in feedback/coaching.
Built on its coaching heritage Henley
professional event, and all the
Business School remains at the
• Evaluate assessment/development
supporting infrastructure and
forefront of assessing and developing
centre programmes – the consistency
resources that one would expect.
talent, focusing on performance
of talent assessment/development
assessment as well as evaluation
centres can be measured as well as
Henley’s proposition
of potential. We work with top
the ‘face validity’ of these processes.
• Diagnose your current and future
management in a number of client
Over the longer term we can collect
leadership talent requirements,
companies to develop an informed
and analyse data to assess the
combining our knowledge of
understanding of their organisation’s
predictive validity of assessment
leadership with your particular
talent and leadership capabilities.
processes. This enables clients to
context and challenges.
identify how robust interventions
Henley’s expertise
• Research and design an appropriate are, at ‘spotting’ and differentiating
• Our ability to develop an
talent identification strategy. between individuals’ future
understanding of the strategic
• Design and facilitate bespoke
potential.
challenges and clients’ business
assessment/development centres – to
context – and relate this to the talent
identify talent against benchmarked
identification and management
capabilities and to provide a solid
practices that are required.
basis for developing talent. We
• Our provision of a simple and
work closely with clients to make
seamless ‘end to end’ process – from
sure that these programmes are
rigorous identification of talent,
fully embedded – e.g. establishing
through to effective development of
channels of communication with key
leadership potential, utilising a wide
stakeholders and de-briefing relevant
range of leading-edge approaches and
parties on talent capability.
methodologies.
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