Develop Leaders Who Are Ready In Reality,
Not Just On Paper
An hour on accelerating leadership readiness For HRDs, Talent Directors, and senior L&D professionals.
Reserve Your Spot
2 Dates Available
Choose your preferred session
1 hour
Strategic conversation
The problem isn't effort. It's that your pipeline looks better on paper than it performs in reality.
You've promoted your best operational managers. You've run the programmes. You've done the 360s.
And yet, strategic initiatives are still stalling. Senior leaders are still fielding decisions that should never reach them. And your best people are still leaving.
The uncomfortable truth: operational excellence doesn't automatically build strategic leadership capability. And the development programmes most organisations rely on weren't designed to close that gap quickly.
The result? Leaders who look ready on paper, but aren't ready when it matters.
What this is actually costing you right now
Before you think about investment, consider what inaction costs every year:
Stalled transformation. A six-month delay on a single strategic initiative? Approximately £465,000 in deferred value, multiplied across the three to five transformations most organisations run simultaneously.
Productivity and turnover. Disengaged employees lose 18% of their productivity (Gallup). For one manager's team of eight, that's £64,000 in lost output, plus £105,000 in replacement costs when two people quietly leave. £169,000 per underperforming manager, every year.
Your senior team's time. 15 managers escalating just one decision a month they should own themselves. That's 180 hours of executive time annually, over four full working weeks, spent on decisions that should never reach that level.
The question isn't whether you can afford to invest. It's whether you can afford to keep paying this.
Limited to 25 Attendees
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✓ Free to attend
✓ Real value, no hard sell
What You Will Walk Away With
This is a practitioner session, Esendia's frameworks and findings, openly shared. As one client put it:
"Some consultants are very precious over their materials, but Ines is generous and collaborative. That means I can use those tools on an ongoing basis with the team and continue to get a lot of value from the investment."
— Katherine Allison, Chief People Officer, Moore Barlow
An evidence-led diagnostic framework.
You'll learn the 5-Way Intelligence Scan: how to assess not just how someone shows up today, but who they are under pressure, what they've already mastered, and whether they actually want the role you're developing them for.
Why identical 360 results can mean completely different paths.
Two leaders, same feedback, entirely different needs, one required a stretch project, the other a different track. Without proper diagnostics, you'd develop both the same way and get the wrong outcome for both.
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The operational blend that actually works.
Development designed for distributed sites and shift-based teams, no pulling people off the floor, no video fatigue, at 40% lower cost than traditional programmes.
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Real work beats theory every time.
Actual strategic stretch projects with real stakes, not case studies. That's what builds readiness, not just insight.
A 12-month case study.
An organisation that developed 15 strategic leaders: what they diagnosed, how they structured it, what they measured, and what changed.
The approach works. Here's what it looks like in practice.
"We wanted to really get under the skin of our leaders and find out who they really are, not who they had learned to be."
— Louisa Hogarty, Group HR Director, Noble Foods
56% of Noble Foods participants progressed into more senior roles or expanded responsibilities within 12 months. 100% retention.
Winner, Learning Technologies Award for Best Blended Development Programme.
Three Things That Make It Work
This isn't theory. It's how we've helped organisations develop strategic leaders in 12 months, not 24-36.
12 Months
vs 2-3 years
Traditional programmes drag on because they're not targeted. Learn how to start with diagnostics to pinpoint the gaps, then design intense, focused 1:1 and cohort development that gets leaders ready in half the time.
Diagnostics-First
vs Generic Content
Leaders start with insight, 360 feedback, personality preferences, key experiences, structured reflection. Development is targeted, credible, and meaningful because it's based on evidence, not assumptions.
Your Operational Reality
vs Generic Frameworks
Learn how to design around your real decisions, priorities, challenges, and growth context. Not competence checklists from someone else's organisation. Development that's relevant from day one.
Traditional vs Esendia Approach
Why most leadership programmes fail and what we do differently
Traditional vs Esendia Approach
Why most leadership programmes fail and what we do differently
✔️12 months to strategic leadership
Timeline
Starting Point
Content Design
Development Method
Delivery
Behavioral Change
Leadership Shift
Traditional Approach
Esendia Approach
❌ 24-36 months to "ready"
✔️12 months to strategic leadership
✔️Diagnostics: 360s, preferences, experience
❌ Generic competency
framework
❌ Off-the-shelf modules,
one-size-fits-all
✔️Built around your growth reality
✔️Embedded in real work, decisions, challenges
❌ Classroom workshops
and theory
✔️Blended: coaching + projects + action learning
❌ One-off training events
✔️Sustained through structured reflection + real application
❌ Forgotten within weeks
✔️From operational to strategic leadership
❌ Focus on individual
competence
Element
Traditional Approach
Esendia Approach
Your Host
Led by an expert who has done this dozens of times, across industries and contexts
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Ines Wichert
Ines has spent 15 years designing and evaluating high-impact leadership development and succession solutions across manufacturing, healthcare, logistics, utilities, and financial services. Her doctorate in organisational psychology and her award-winning work sit behind everything covered in this session.
Organisational
Psychologist
FAQ
Everything you need to know before registering
Is 12 months really enough to develop strategic leaders?
Yes, when you start with diagnostics to identify specific gaps, design development around your real context, and embed learning in actual work rather than classroom theory. Traditional programmes take 2 to 3 years because they're generic. A targeted, integrated approach gets people ready in half the time. The session explains exactly how.
Who should attend this session?
HRDs, Heads of L&D, Talent Directors, and senior HR and OD professionals in growing organisations who are accountable for leadership readiness.
Will you try to sell me something?
This is a genuine strategic conversation. We'll share our framework, real examples, and practical tools. At the end, we'll briefly explain how we work with organisations, but there's zero pressure. Some people just attend and find value without engaging further, that's absolutely fine. Many do choose to take it further, but either way, you'll leave with practical insights you can use immediately.
What if my organisation is different / unique / complex?
Good! That's exactly why we start with your operational reality, not generic frameworks. The diagnostics-first approach works precisely because it's designed around your specific growth context, challenges, and decisions. We'll show you how to map your unique reality into the 12-month structure.
What if I can't make any of these dates?
We run these quarterly. Register your interest and we'll notify you when the next sessions run. We also run 1:1 sessions for organisations, get in touch if that's of interest.