Hanover has partnered with Dudley Building Society to assess and develop leaders and teams to increase engagement, create a robust succession plan, and develop a high-performance culture.
We defined leadership behaviours, profiled the Board and Executive team using Lumina Spark and in-depth behavioural interviews, and delivered a bespoke leadership and team development programme with Lumina Spark at its core.
The resulting quantitative and qualitative insights, including personalised development plans and an in-depth exploration of team dynamics, has enabled participants to demonstrate a measurable increase in their performance and impact.
The challenge
Hanover engaged with key stakeholders at Dudley Building Society who had identified that the next step in developing a high-performance culture was to focus on their leadership. The CEO and Chair of Dudley recognised the need for leadership development and a robust succession plan for Executive roles.
The Society’s goals were:
- Benchmark leadership against a broader Financial Services standard
- Create tailored development plans for each non-executives and executive
- Produce a measurable output as a baseline for development
- Strengthen self-awareness and impact
- Engage and retain senior leaders
Our approach
Hanover and Dudley worked in partnership through a 7-stage process:
Stage 1 – Understand Dudley
We worked with the CEO, Chair and Head of HR to:
- Agree objectives and scope
- Understand the people and culture
- Agree definitions for ‘talent’ and ‘potential’
- Co-create participant communications
Stage 2 – Define leadership expectations
We brought context information from stakeholder interviews together and used our expertise to define the 7 most critical leadership behaviours for the Society. These were refined whilst ensuring the language reflected the brand.
Stage 3 – Participant Communications
Following a meeting with the Chair or CEO, participants received information about the purpose of the process and the steps. This also introduced Lumina Spark and the benefits.
Stage 4 – Benchmark leaders
Participants completed their Spark profile to provide insights into their values, behaviours and motivation. This was followed by a 3 hour behavioural leadership assessment with a Hanover consultant. Common feedback was that time went quickly and it felt enjoyable. Insights from each assessment were cross-referenced with Lumina Spark reports.
Stage 5 – Individual feedback & coaching
Each leader received Lumina Spark and leadership development reports before a 1:1 feedback session. The purpose was to:
- Share their Lumina personality feedback in the context of their role and ambitions
- Explore strengths and development priorities and agree an action plan
- Build rapport ahead of the first team workshop
- Listen to their views on what’s working and not working in the team
This process created clarity and further buy-in from participants whilst engaging them in the team’s individual and collective development.
