This top-five graduate business program wanted to instill a competency-based leadership evaluation process for its MBA students. Sixteen competencies were selected for the client’s innovative "Effective Leadership" curriculum. Using the customized assessment, approximately 800 students gained insight into their leadership potential and identified their development needs, addressing those needs with developmental tips and remedies. This process is now a permanent part of the curriculum, allowing students to calibrate their self-awareness more accurately in light of others’ perspectives.

This company needed to create a pipeline for key general manager roles but lacked a comprehensive talent management process. In close partnership, we developed a competency-anchored selection and development system to fulfill succession planning needs. As a result, company HR executives were able to use the tools to recruit, evaluate, and develop general managers, ensuring an ongoing source of high-performing talent for these critical positions.

This leading home improvement client was growing rapidly, putting pressure on its IT workforce to accelerate production and engage its employees. Korn/Ferry designed an integrated solution in the areas of management assessment, organization design and change management, and leadership development. Within twelve months, the group had added four new members, improved leadership, enhanced alignment, increased team effectiveness, and developed a culture of collaboration and customer focus. A substantial improvement in employee engagement, retention, and productivity was also noted.

This leading global Internet technology company needed a consistent executive coaching program for high-potential directors and VPs. The firm also sought to focus efforts to accelerate adoption of a new strategic leadership model. We provided coaching that prioritized specific competency-linked behaviors. Each executive’s progress was measured in initial, midpoint, and final evaluations. Significant behavioral improvement in 90 percent of the coached executives were observed, and alignment of coaching with strategy led to more effective measurement of individual improvement.