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In Partnership

When we bring together the skills and capabilities of Per Ardua and Pantheon Leadership, we provide clarity from complexity. Our ‘right team, right time’ approach allows us to provide optimal talent outcomes with coordination or ring-fencing, when required.

 

Defining the organisation’s ambition and leadership framework

 

The aim of any profiling activity is to ensure high potential leadership individuals have a clear development plan aligned to the goals and culture of the business.

 

From interviews, briefings and conversations with the selected individuals, we validate and profile a high-level competency and behavioural framework to drive the required outcomes.

 

This framework aligns to the capabilities and competencies required for the future role profile, expected leadership maturity indicators and the agreed thread of values required.

 

This brings more rounded perspectives enabling each individual to be benchmarked against the capabilities seen across a relevant peer group. From these competencies we decide on assessment tools.

 

Benefits:

  • Creating greater assurance to achieve the stated goals of the business.
  • Using the framework creates a narrative to be used with the Board, EXCO, shareholders, regulators, and employees on how talent is deployed.
  • Greater alignment on revenue, growth strategy, margin improvement and remediation strategies

Succession

 

We support our client’s Boards and leadership teams plan for their ambitions through structured succession planning. We do this through understanding our client’s strategy, ambition and the required target operating model to align future hiring and development decisions with the future strategy.

This gives greater context to decision making on the capabilities and behaviours needed. This includes creating success profiles for key roles, profiling for future success and creating individual development plans.

Assessment for Selection

 

We support clients evaluate the capabilities needed to achieve their future strategy. Pantheon Leadership provides a data-driven approach to hiring, development, and promotion helping to reduce bias.

 

Through this evaluation, clients understand the strengths, needs and compromises of existing team members set against potential hires. Cultural and capability fit is also assessed.

 

The power of the combined Pantheon Leadership and Per Ardua  experience is to bring industry knowledge of the skills and capabilities needed alongside the traits and drivers of the individuals and teams.

Transition Coaching

 

To support any role transition, we offer can bespoke executive coaching support, helping individuals identify essential strategies and techniques before and during their initial transition period.

 

To support the first 90 days, we provide three coaching sessions, alongside appropriate psychometrics for a smooth and effective transition.

 

Particularly suitable for ‘step-up’ candidates or those entering a new sector, strategy, or situation, we can accelerate their learning, support effective stakeholder management and set them up for success.

External Benchmarking

 

Alongside the assessment process, to bring greater objectivity and data points in decision making, Per Ardua can carry out an external benchmarking exercise alongside the Pantheon Leadership assessment.

 

Through in-depth, covert referencing, Per Ardua colleagues build an accurate understanding of the business’ competitive landscape and the relevant external talent to calibrate against the internals. This will give a clearer line of sight into the leadership maturity of the team, with alignment for their career progression.

 

Benefits:

  • Preparing for unexpected departures
  • Greater understanding of how internal talent ranks with the external marketplace