Hanover’s approach to leadership development

Hanover creates bespoke leadership development solutions for our clients, and we work with leaders across all levels, from technical leaders to broad people leaders and general managers.

We always build our development programmes and the content within them based on a leadership behavioural framework. This ensures there is a focus on the development of critical behaviours for success at any given level, and it allows us to benchmark your leaders’ behaviours against what good looks like in your organisation.

We can work with your existing framework should you have one, or we can create one with you, helping you to define what good looks like now and for the future.

Key features of our leadership development solutions

Diversity, equity and inclusion combined with the latest evidence-based research underpins all our programmes. In addition, we:

• Help you define what good leadership looks like in your organisation – now and in the future
• Help you differentiate between performance and potential
• Utilise next-gen psychometrics and technology to embed learning further
• Provide composite reports recommending where best to focus your development budget
• Put robust evaluation measures in place to understand impact on participants and organisations
• All our consultants are trained psychologists, who help to facilitate great conversations and learning

Case Study - Benchmarking & Developing Senior Leaders 

Situation & Approach

With a context of change in the market and their organisation, the Head of EMEA Distribution for Invesco asked Hanover to undertake a critical talent project for them.

Working closely with the Head of UK Distribution, we spoke to key stakeholders to understand leadership demands at ‘Head of’ level in the business.

Using these insights and our external perspective, we defined seven key leadership behaviours with four levels of sophistication for each. These formed the measures against which to benchmark 10 nominated leaders.

Participants completed the Lumina Spark psychometric and a three-hour behavioural interview with a qualified psychologist. They subsequently received an in-depth report which was explored in a feedback session. Each participant left with clear insights into their strengths and development priorities, and what they needed to do to leverage their potential.

Results

Several participants were subsequently coached to support their long-term development.

All of the data and insights were pulled together into a composite report and we talked to the Heads of EMEA and UK Distribution plus their COO through each participant in a review meeting.

This gave them valuable information to inform their talent management decisions and how and where they should invest in development.

Feedback from senior stakeholders and the participants was unanimously positive. 

The Head of EMEA subsequently engaged Hanover to run the same process in another of the Europe sub-regions.