The need for this intervention emerged out of a pressing organisational requirement: to strengthen leadership succession planning and talent development. Hence, Blue Star partnered with InspireOne to improve their talent pipeline by proactively mitigating risks associated with leadership vacancies by developing a group of adept successors primed to step into pivotal roles.
Our Approach
- InspireOne designed a structured Assessment Centre and Development Centre approach to address the Blue Star’s need.
- This was carried out in two phase: first, by shortlisting high-potentials through a rigorous screening process; second, by developing the identified high-potentials on key leadership competencies.
Outcomes
- 25 High Potentials identified and trained
- 8 days of workshop
- 4 rounds of group coaching in groups of 4 for support in individual projects
- 4 gamified learning modules to increase retention of core concepts
- 2 sessions with external business leaders to gain insight into diverse perspectives
- 59% increase in scores on core competencies
