Leadership Development

Our approach to leadership development is rooted in an understanding of our clients’ business strategy and objectives. This is why we start by helping our clients identify and articulate the differentiators that will enable their leaders to drive these goals. Evaluating their current and future capability and capacity in these areas gives them concrete evidence on which to take action.

We apply these principles to:

High Potentials Development

The challenge for many organisations is to accelerate the rate at which exceptionally able individuals become ‘executive-ready’. Our highly targeted, individualised development programmes achieve this by integrating coaching, advice around development experiences, leveraging local management support, increasing personal accountability, and measurement that links back to business impact.

Executive Development

For an executive to want to change, there needs to be a degree of self-insight around their impact, and whether past strategies will be effective in achieving new imperatives. This is why assessment is uniquely powerful. Our coaches use a range of techniques that incentivise and enable the lasting personal change that will differentiate the individual as an exceptional business leader.

Management/Executive Team Development

Most business leaders tell us that their senior teams are held back by a lack of collective alignment, rather than by an absence of individual talent. We aim to bring clarity around purpose, values and goals, as well as individual roles and behaviours, in order to speed the team’s progress towards business objectives.

Talent Management Strategy & Implementation

Having the right leaders and key executives in the right roles is the foundation for realising vision and strategy. Harvey Nash has many years' experience of supporting organisations in this goal, and creating or developing complete talent management processes or parts of the process.

Career transition support

During times of change, experienced and valued executives may elect to leave the organisation, or restructuring may create the need for fewer resources. Supporting those affected through the career and life transition is a priority for many organisations seeking to manage their employer brand. We partner with clients to deliver an efficient and practical career coaching programme for key executives and managers, both individually and in cohorts.




The first ninety days in a new role are have a high impact on the subsequent success of that individual. Our own research, in which we interviewed some 200 executives who had recently changed jobs showed, that 39% considered leaving in their first 90 days, and a 2009 study of some 20,000 executive searches revealed that up to 40 percent of executives are pushed out, fail, or quit within 18 months.

The challenge lies in managing the balance between the new executive proving their mettle and demonstrating accomplishments quickly, and providing a new hire with time and support to orient themselves, connect, and gather real insight before taking action.

We support our clients by providing fresh insight on how to accelerate their transition into the new roles, in addition to increasing the rate at which they have the intended business impact which in turn, helps to maximise retention.

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