Ready in 12 Months
Building Strategic Leaders for Your
Operational Reality
Reserve Your Spot
4 Dates Available
Choose your preferred session
HRDs & L&D Leaders
Senior practitioners only
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This isn't another "leadership development framework" conversation.
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This is about how to develop strategic enterprise leaders in just 12 months, through diagnostics-first development that's designed around the actual decisions, challenges, and operational realities your leaders face every day.
Limited to 25 Attendees
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By submitting your information, you agree to Esendia's Privacy Policy. You can opt-out anytime.
✓ Free to attend
✓ Real value, no hard sell
1 hour
Strategic conversation
The Problem
Most leadership programmes take 2-3 years and still fail because they're built around generic competencies and classroom training, not your operational reality and real work.
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. We 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
We design around your real decisions, priorities, challenges, and context. Not competence checklists from someone else's organization. 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 operational 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 enterprise leadership
❌ Focus on individual
competence
Element
Traditional Approach
Esendia Approach
Diagnostics-First
Framework
The specific diagnostics that create genuine insight (not box-ticking exercises):
360 design that works, preference tools that matter, and experience audits that reveal patterns.
Real-Work
Integration
How to embed development into stretch experiences, difficult conversations, cross-functional challenges, and real leadership moments, not separate "training".
Operational Reality Mapping
A practical tool for mapping your specific operational challenges, decisions, and context, so development is relevant from day one, not generic.
From Operational to Enterprise
The specific shifts that transform capable operational leaders into strategic enterprise leaders: thinking, influence, decision-making, and capability building.
Case Study:
12-Month Success
Real example of an organisation that developed 15 strategic leaders in 12 months,
what they did, how they structured it, what results they achieved.
What You Will Walk Away With
Practical frameworks and approaches you can apply immediately
The 12-Month
Blueprint
See exactly how to structure a 12-month leadership development journey, what happens in each quarter, which interventions accelerate progress, and how to maintain momentum.
Your Host
Led by an expert who has done this dozens of times, across industries and contexts
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Ines Wichert
We’re thrilled to welcome Dr. Ines Wichert, MD of Esendia and author of Accelerated Leadership Development. Ines is a leading expert in leadership development and succession planning, with extensive experience in designing and evaluating high-impact succession and development solutions.
FTSE 100 Clients
Organisational
Psychologist
What Past Attendees Say
Join hundreds of HRDs and L&D leaders who've attended our strategic conversations
"The 12-month timeline seemed impossible until they explained the diagnostics-first approach. We're now running a pilot and seeing first results."
Head of L&D, Technology Scale-up
"Finally, someone who gets it. Our operational reality is unique. Generic frameworks don't work. This approach of starting with diagnostics and designing for context is exactly what we needed."
HRD, Manufacturing Company
"We've been running 24-month programmes for years with mediocre results. This session challenged everything we thought we knew about leadership development."
Talent Director, Professional Services
Common Questions
Everything you need to know before registering
Is 12 months really enough to develop strategic leaders?
Yes, when you're accelerating senior operational leaders who are already performing well and identified as future strategic leadership potential. Starting with diagnostics to identify specific gaps, designing for your operational reality, and embedding development in real work creates intense, focused transformation. Traditional programmes take 2-3 years because they're not targeted and rely on classroom learning. While some organisations extend the journey or maintain coaching support during the transition into strategic roles, a well-designed 12-month programme gets people ready enough to step up. We'll show you exactly how this timeline works and why it's effective.
Who should attend this session?
HRDs, Heads of L&D, Talent Directors, and senior HR/OD professionals responsible for leadership development strategy. If you're frustrated with slow, generic programmes that don't deliver, this is for you.
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 organization 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 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.