Set your leadership standard.
Let's define what great leadership looks like at your company, then build the system that makes it the standard.
engagement, up from 60%
This cybersecurity company had built something remarkable. The product was winning, the headcount was climbing, and an IPO was on the horizon. What it did not have was a shared definition of what great leadership looked like.
Every manager led the way they personally knew how. Engineering, product, and sales each ran their own review process. Engagement sat at 60% and kept slipping. The board wanted proof that leadership could hold the company together at scale, and the team needed a standard everyone actually ran by.
We defined what great leadership looked like here, then built the system that made it the standard.
Named the specific behaviors that great leadership looked like at this company, across every level and function, so the standard was clear to everyone.
Wired the standard into one shared review and calibration cycle, so engineering, product, and sales were all held to the same bar.
Wrote clear success profiles for critical roles and built them into hiring, so the leadership standard started on day one, not year two.
Put engagement action planning in the hands of leaders, with clear ownership, so the standard held after we left.
They walked into their IPO with a leadership standard their own team now owns. We built it and left them the keys. The standard, the review and calibration cycle, the success profiles, and the action planning all live inside the company, run by the people who lead it.
Let's define what great leadership looks like at your company, then build the system that makes it the standard.