Financial Services Executive Mentoring
What was the problem?
Significant organisational change, need for high performing leadership.
During a period of transformation and cost reduction it was essential to retain key talent with the capability and resilience to lead through change.
Senior leaders were under a lot of pressure and there was significant flight risk. As part of the executive talent and succession strategy, plans were put in place to invest in key talent- mentoring was a central feature of that investment.