Organisations are being fundamentally redefined by new business models and disruptive social and digital change. Such complexity requires a change in what we recognise as great leadership.
At Mercer, we believe a new approach to developing leaders is required to be successful in this environment of disruption with continuous pressures for financial results.
Our work focuses on creating personalised leadership journeys and driving behavioural change to equip leaders at all levels with the capabilities required to execute the business strategy.
Mercer has over 15 years’ experience in leadership assessment and development, with over 100 professionals and 300 affiliates worldwide.
We begin by understanding the unique business context and sharing world-class practice from the fields of neuroscience, behaviour change and digital learning. This is followed by a design process to co-create a new leadership assessment and development solution that will deliver business outcomes and a personalised experience for each leader.
55% of people who responded to our European Leadership Research were not satisfied with their leadership development – It is time for a new approach to developing leaders.
1/4 of employees globally believe that their organisation is doing enough to keep their skills relevant, and nearly a third say their employer is doing little or nothing - Employees are asking for better development.
81% of organisations do not measure the return on investment of leadership development interventions - Time to treat leadership investment more like business assets.
(Sources: Mercer Talent Trends 2016, Mercer Connecting Leadership to Value 2015)
Bespoke Leadership Design and Delivery
Our end to end design of leadership development solutions allow us to create bespoke assessment and development journeys for front-line, mid-level, executive leaders, and targeted segments such as high potentials or early talent populations.
The business context and on-the-job work realities form the backbone of our leadership development solutions. Mercer’s leadership development journeys incorporate the latest insights from neuroscience, digital learning trends and leadership academia to create long term behavioural change.
Examples of leadership development designs include:
Assessment and Coaching
Mercer works with organisations that need to make strategic decisions about:
To do this, Mercer uses blended assessment to identify potential, readiness and fit for leadership roles. We have proprietary leadership tools for assessment and development, including:
This is complemented with a broader suite of best in class psychometrics and virtual assessment solutions for evidenced based talent decision making. Leadership coaching is another important component of realising the benefits of assessment. Mercer’s accredited coaches support the debrief of assessment data and long-term coaching relationships to accelerate personal development.
Leadership Pipeline Consulting
Mercer works with clients who are looking to:
The work we do is based on a foundation of workforce data to understand current and future gaps within the leadership populations. Typically this includes: analysing the gap between current and future number of leaders required, required levels of performance and capabilities.
Our Leadership consultants also conduct in-depth interviews and run workshops to determine requirements and current gaps in leadership effectiveness.
This allows you to define what success looks like, and determine the most successful development journey for each leadership level. The real value of this approach is to prioritise your initiatives, inform investment decisions and ensure the best return on your leadership development budget.