Accelerator Discovery Session
See all eight modules in 60 minutes, free live session with open Q&A
Reserve Your Spot
3 Dates Available
Choose your preferred session
1 hour
12:00 - 1:00 PM
-
Free to attend
-
Real value
-
No hard sell
-
Live Q&A with Ines
-
No recording
Limited to 25 Attendees
By submitting your information, you agree to Esendia's Privacy Policy. You can opt-out anytime.
✓ Free to attend
✓ Real value, no hard sell
A free 60-minute live session with Ines Wichert. See the complete Accelerator methodology, all eight modules, the frameworks, the real outcomes, and leave knowing exactly whether it's right for your organisation. No pitch. No recording. No next steps unless you want them.
If Any Of These Are True, You're In The Right Place.
The organisations we work with have talented HR teams. The problem isn't motivation; it's that the right infrastructure has never been properly designed.
Your succession plan is out of date
Key roles don't have identified successors, or the names on the plan haven't been reviewed in eighteen months. When a leader leaves, six to nine months of disruption follow.
Managers avoid career conversations
Without a framework and shared language, most managers default to silence. They care, they just don't know what to say, or what's available for people in their team.
Talent reviews generate talk, not action
Decisions get made in the room. Development commitments rarely make it into anyone's work plan. Your best people notice when nothing changes.
You keep losing people you should be growing
External hiring costs 40–50% more than internal mobility. High performers leave not because of pay but because they can't see a path forward inside the organisation.
The organisations that win don't have bigger L&D budgets. They have clearer systems.
Frameworks That Get Used.
Systems That Get Asked For.
98%
Career Conversations Completed
75%
Framework adoption sustained beyond rollout
15%
Increase in internal mobility
+7%
Engagement
boost
🏆 Industry Award Talent & Succession Framework
What You'll Walk Away With
A clear picture of why your current system isn't sticking
The specific design flaws that make most talent frameworks unusable, whether that's 9-Box complexity, a lack of manager language, or reviews that produce action points nobody owns.
A full walkthrough of the 4 Career Stages Framework
The specific framework that replaces the 9-Box, how it works, how it creates shared language between managers and employees, and why it produces fairer, more consistent talent decisions.
_edited.png){kind=small}
Exactly what you and your team would build across eight weeks
The Talent System Blueprint, Manager Conversation Toolkit, Succession Planning Playbook and HR Infrastructure Audit Checklist ,you'll see what each deliverable looks like and how it gets used after the programme ends.
_edited.png)
Live Q&A with Ines, 20 minutes
The last 20 minutes are open Q&A. Ask about the methodology, the cohort format, pricing, how to make the internal case to your CEO or CFO, or whether it works for your sector. No question is too detailed or too basic.
An honest assessment of whether this fits your organisation
Ines is direct about when the programme works and when it doesn't, by organisation size, HR team structure, and where you are in your talent maturity. You'll leave with a clear answer, not a vague yes.
What HR Leaders Say About Us
"Esendia created training sessions that explained what the new talent management approach was, why we were doing it and how it adds value. The new approach was not about putting people in boxes. It was about supporting constructive, two-way career conversations"
— Sam Turner, Senior HR Business Partner,
Chugai Pharma Europe
"I feel that Ines Wichert, Esendia's founder and managing director, is two years ahead of where the market is, offering exactly what organisations need and can't solve for themselves."
— Petra Edwards, Head of Talent, Leadership and Inclusion, Informa
Traditional vs Esendia Approach
Why most leadership programmes fail and what we do differently
Why Most Talent Systems Fail, and What Our Programme Does Differently
Element
Traditional
Approach
The Accelerator Approach
✔️12 months to strategic leadership
Assessment framework
Scope
Manager experience
Development philosophy
Talent review outcomes
Employee experience
Implementation
Traditional Approach
Esendia Approach
❌ 9-Box Grid: rigid, political,
limited nuance
✔️4 Career Stages: flexible, conversation-based, fair
✔️Organisation-wide talent visibility at every level
❌ Leadership succession only,
the rest is invisible
❌ Complex forms and frameworks, managers avoid them
✔️Simple enough to use without a training session
✔️70/20/10: experiential, social and structured learning mapped to real gaps
❌ Courses and training events,
activity without change
✔️Fact-based reviews with commitments that translate to action
❌ Conversation happens,
development plans are forgotten
✔️Transparent and two-way: employees see the criteria and trust the process
❌ Opaque: people don't know
how decisions are made
✔️Built in-house by your team, owned completely, no ongoing dependency
❌ HR-owned, leader-resistant, dependent on consultants
Looking for a standalone strategic conversation on talent system design rather than a programme preview?
The Talent Management Webinar Series covers the same principles in depth, and is valuable in its own right, with no programme discussed.
Your Host
Led by an expert who has done this dozens of times, across industries and contexts
.png)
Ines Wichert
Ines has spent fifteen years designing and implementing talent and succession systems for organisations across sectors. Her frameworks have been recognised with industry and in-house awards, and in one case spread across an entire business intelligence organisation after other teams asked HR for them by name. She facilitates every Discovery Session and every session of the Accelerator directly.
Organisational
Psychologist
15+ years talent system design
Attend The First Two Sessions.
If It's Not Right, We'll Refund In Full.
We put significant expertise and preparation into every live session. What we offer is simple: attend the first two weeks. If by the end of week two you don't feel this programme is delivering what was promised, contact us and we will refund your investment in full. No process. No debate.
After week two, if you need to withdraw for any reason, you retain everything, all frameworks, materials and resources from sessions you have attended. We will not leave you empty-handed.
We are confident enough in this programme to back it with our reputation. If it doesn't deliver, we want to know, and we'll make it right.
✔️ Full refund within two weeks
✔️ Keep all materials if you withdraw after week two
✔️ Backed by our reputation
FAQ
Everything you need to know before registering
Is this really free, with no obligation?
Yes. There is no charge to attend and no obligation to register for the Accelerator afterwards. We run the Discovery Session because it helps the right people make a genuinely informed decision, not to generate sales leads.
Is this a sales presentation?
No. Ines walks through all eight modules in depth and answers questions honestly, including whether she thinks the programme is or isn't right for your situation. There is no pitch at the end.
Who should attend?
The session is designed for HR Directors, People Directors, HR Managers, Talent Managers and L&D Leads who are considering the Accelerator and want to understand the methodology and format before committing. It is for people working inside organisations, not for HR consultants or external advisors.
Will the session be recorded?
Discovery Sessions are not recorded or distributed. We keep them unrecorded to preserve the open and candid nature of the Q&A, people ask better questions when they know it's a private group. If you can't make your chosen date, simply register for the following week.
Can colleagues join a different date?
Yes. If an HRD and an HR Manager want to attend separately, or team members prefer different weeks, each person simply registers individually for the date that suits their diary.