Strategic need: To enable the transition of high potential talent into leadership roles across the areas of investment banking, wealth and investment management, insurance and human resources. This was a key part of developing a leadership pipeline and succession planning.
Population: Over 200 high-potential young leaders across a two year period in three business units. This took place across two countries and seven cities.
Impact: Significant improvements across all measures of the SHARP framework, resulting in demonstrable behavioral change. Following the program, participants were quickly promoted into senior leadership roles, having exemplified the behaviors needed faster than was originally planned.