Executive Development
Build the capabilities the role now requires
You do not need to get better at everything. You need to get better at the few things your role now depends on most.
The job changes as responsibility increases.
Executives are often promoted because of what they do exceptionally well.
At senior levels, performance depends less on what you do yourself and more on the decisions you make, the people you develop, and the results you get through others. Some strengths carry forward. Others become constraints.
The 54 Capabilities
“Leadership” is too broad to develop. Breaking it down into specific capabilities makes it possible to identify exactly what needs to improve.
Each capability has defined behaviors, levels of proficiency, and a clear path for improvement.
Judgment & Decision-Making
Delegation & Accountability
Influence Without Authority
Board & Stakeholder Management
Political Savvy
Executive Team & Board Dynamics
And 48 more. The point isn't to develop all 54. It's to identify the few that will make the biggest difference.
Who this is for
Senior executives and functional heads
Managing directors and partners
Executives stepping into larger roles
Executive teams
Firms developing selected senior people
When you’d use this
An executive is preparing for a substantially larger role
A strong performer needs to become a better manager
Too much still depends on the executive rather than the team
A strength that got someone promoted is now holding them back
Getting things done requires influence beyond the executive's direct authority
The same feedback keeps coming back, but nothing changes
How it works
A structured, one-on-one engagement built around the few capabilities the role now depends on.
Some engagements focus on a specific capability. Others are about becoming a better manager or leader overall. In either case, the executive’s own job provides the material.
We meet regularly, with direct access between sessions when something important comes up.
Our conversations stay private. We agree upfront on how progress will be assessed and what is shared with the sponsoring firm.
