Skip to navigation Skip to content

Emerging Leaders Programmes

Identify and develop leadership potential

Build a strong, enviable talent pipeline

Get In Touch

Future-proof your workforce with early talent identification

Coaching and developing your current executives is vital to keep you one step ahead of the competition.

But staying years ahead? That requires investment into your future leaders, today.

Through our end-to-end service offering, from emerging leaders to C-suite assessment and development, we don’t just create agile leaders – we build a pipeline of trailblazers.

Our emerging leaders programmes are intensive, immersive development programmes designed to uncover and assess the early-stage talent in your organisation.

Through real-world scenarios and live feedback and coaching, your emerging leaders will be tested to showcase their strengths and understand their weaknesses.

With our unique psychology-backed insight and talent benchmarking data, you’ll know exactly who to invest in – and what they need to thrive – to secure your future.

Start shaping your leaders of tomorrow, today.

Get In Touch

Our approach to future leader development

As a team of business psychologists who are also accredited coaches, we use proven, evidence-based methods to accurately and objectively assess and develop talent.

Emerging leader programmes (Development Centres)
Assessment centres
Positive action programmes

Emerging leader programmes (Development Centres)

These programmes are designed to reflect the unique demands of leadership roles in your organisation. Intensive, immersive and experiential, participants are put to the test in live, real-world scenarios in order to uncover their strengths, weaknesses and potential to drive your organisation forward.

Learn how we designed an emerging leaders programme for King Abdullah University of Science and Technology to complement their senior manager programme.

Find out more

Assessment centres

We design assessment centres for both prospective talent (such as graduate recruitment centres) and existing talent.

If you’re focused more on understanding your existing talent in order to make promotion decisions – such as who might be ready for the next stage of their career – rather than for development purposes, then an assessment centre may be what you need.

Find out more

Positive action programmes

Positive action programmes are focused on addressing inequities in talent management processes.

Research shows that certain groups have less opportunity for development at work, missing out on valuable feedback, mentorships, and sponsorships, which can impede growth and progression.

Understanding that there are barriers in place to individuals from certain groups, positive action programmes work to counteract this disadvantage and create opportunities to level out the playing field.

Find out more

Our emerging leader development services are trusted by

“People’s response to the development centres has just been fantastic. So many of them have said it was the best development experience they’ve ever had. They say they really felt put under the microscope and kind of taken apart and put back together again – but in a good way! People are now very motivated to step into the most senior positions in the Civil Service, which is just brilliant to see.”
Tola AyoolaMETA Programme and Diversity LeadCabinet Office

What are future leader programmes?

Future leader programmes are a way for organisations to objectively and efficiently identify high potentials in the early stages of their careers.

Why is this important? Namely for strengthening and protecting your talent pipeline.
Because by identifying who in your talent pool has leadership potential early on, you can ensure they have the right support in place to develop into the leaders your organisation will require in the future.

Pearn Kandola’s future leader programmes are dynamic and immersive. Participants will experience real-world leadership scenarios relevant to your organisation to push them to demonstrate their full potential, nurturing them to develop new skills and behaviours.

Each participant is assigned an accredited coach (all of ours are also business psychologists) to support them through the programme with live feedback and support, to ensure an intensive, stretching and psychologically safe environment.

Future leader programmes also support talent retention and loyalty, ensuring your high potentials feel recognised, invested in and supported to succeed.

Vitally, future leader programmes should be fair and objective. If you don’t accurately identify high potentials early on, you risk investing into the wrong people, who will only hold your organisation back.

Pearn Kandola’s future leader programmes are shown to demonstrate zero bias impact for gender, race and minority represented employees. In short, our programs identify talent objectively, based on who demonstrates the strongest potential, regardless of their background.

This means you can focus on developing the high potential talent in your organisation and safeguard your leadership pipeline for the future.

Our emerging leader development centre process

Design
Planning
Delivery
Review

Design

  • We’ll work with you to understand your industry, clients and organisational goals, as well as the unique challenges faced by your leaders.
  • From here, our expert business psychologists will design a future leader programme that will identify the talent you need, based on your requirements.

Planning

  • Once the programme is defined, our dedicated resourcing and project managers will take care of planning in the works.
  • During this stage, participants will be provided with any necessary ‘pre-work’ materials and access to diagnostic tools (if applicable).

Delivery

  • Our business psychologists will deliver your future leader programme in line with agreed timescales.

Review

  • As well as providing participant feedback and coaching throughout the process, we will provide you with detailed participant reports to enable you to have a clear picture of your current talent pipeline.
  • Participants will be encouraged to understand their own responsibility for their future and build a strategy for their personal development

What sets Pearn Kandola’s future leader programmes apart?

Accredited psychologists
Inclusive and culturally aware
Holistic approach and unique leadership insight
Proven partners

Accredited psychologists

Our business psychologists are qualified psychologists and accredited coaches, providing insights that delve beyond the surface and address the core of leadership potential.

Leadership development is about understanding and assessing your people. What drives them, where their strengths lie and their weaknesses.

Without understanding your leaders as people first, how can you best support and develop them? Psychology is the scientific study of the mind and human behaviour.

In short, we understand your people, and how best to develop them in line with your needs.

It’s this aspect in particular, the depth of feedback and personal, immediate coaching, throughout our programmes, that clients say sets us apart.

Inclusive and culturally aware

As trailblazers in the field of inclusion, our services are rooted in our in-house research and over forty years’ expertise, eliminating assumptions and minimising bias.

Our leadership development programmes were independently verified to show zero bias impact for gender, race and minority represented employees.

Working across more than 90 countries globally, we understand that the ‘ideal leader’ can look different across different locations.

We factor cultural intelligence into our leadership development, to ensure your future leaders can succeed and drive progress on a modern, global scale.

Holistic approach and unique leadership insight

We’ve been consulting in leadership development, assessment and inclusion since 1984.

As a firm of business psychologists, we see your organisation as a whole, across departments and seniority levels. We consider where you were, where you are now – and where you want to be.

Whether you’re identifying future leaders or succession planning, assessing graduates or training your C-Suite to be more inclusive, we’re with you every step of the way.

Building on our psychology-backed foundations, we use our proprietary leadership model, Pearn Kandola model of Leadership Capability to benchmark talent across organisations and help you stay ahead of the curve.

Proven partners

There’s a reason multi-national organisations run their development programmes with us year after year.

We’re in it for the long-run, invested in your talent pipeline as much as you are.

Together, we create a culture of continuous growth that propels individuals, teams and organisations to success.

Our development insights

New webinar: inclusive talent management – developing the developers
Insights

New webinar: inclusive talent management – developing the developers

Read more
Psychological safety week live events announced
Insights

Psychological safety week live events announced

Read more
Exclusive pride month webinar series with Professor Binna Kandola OBE
Insights

Exclusive pride month webinar series with Professor Binna Kandola OBE

Read more

Let’s find your leaders of tomorrow

This field is for validation purposes and should be left unchanged.
(Required)

Frequently Asked Questions

Why should organisations invest in emerging leaders?

At a time when budgets are under increased scrutiny, there is nowhere more important to invest than in your people.

Senior leaders are often, understandably, the core focus for investment for organisations, given the significant impact this small group has on your entire workforce and organisation as a whole.

However, organisations who also invest in early-stage talent with leadership potential will stay ahead of the competition. This is how to secure a talented pipeline of leaders who are ready to step up and seamlessly take over from your current top performers in the future.

Home-grown talent has a number of advantages. There’s less pressure to spend money recruiting and training new talent. They already know your organisation, its unique culture, goals and ambitions, and if treated right, leaders who have been developed internally may have a sense of loyalty that simply cannot be bought.

Identifying and developing early stage talent will give you a competitive edge and help ensure you have the right people, in the right place, at the right time, with the right support to thrive.

How should organisations develop emerging leaders?

In order to develop emerging leaders, organisations first need to identify them in a fair and objective way.

Once you know who has future leader potential in our workforce, and understand their strengths, weaknesses and core development areas you can begin the work of shaping your high potentials into your leaders of tomorrow.

It’s also down to each individual to support their own personal development, and they’ll need to understand their own areas for improvement in order to understand how they can progress and succeed in their organisation.

Pearn Kandola’s emerging leader programmes enable you to objectively identify future leadership potential, giving you and your leaders rich and invaluable insights into each individual’s strengths and weaknesses, as well as the strength of your talent pipeline as a whole.

At Pearn Kandola, we’ve been experts in assessment and development for over 40 years. Contact us today to transform your talent.

What should the emerging leader development process look like?

There is no silver bullet, off-the-shelf, process for developing emerging leaders.

Each organisation is unique, with its own culture, people and goals.

It’s vital that yours are understood, and a programme is designed that will accelerate talent identification and development to ensure your future leaders are supported to smash their potential.