Award-Winning Frameworks
The Talent & Succession Accelerator
Eight weeks to a talent system your organisation will actually use
2026 Cohort Dates
An eight-week expert-led programme that gives HR and People leaders the latest thinking, practical frameworks and hands-on guidance to build their own talent and succession system, so they can own it completely in-house.
-
Eight live expert sessions
-
Implementation-ready output
-
Two-week money-back promise
-
Industry & in-house award-winning
£2,975
+ VAT per person
↑ Increases to £3,750 in January 2027
or
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
Not sure if it is right for your organisation?
Trusted by companies like
98%
Career Conversations Completed
75%
Framework adoption sustained beyond rollout
15%
Increase in internal mobility
+7%
Engagement
boost
Frameworks that get used.
Systems that get asked for.
Our talent frameworks have been recognised with industry and in-house awards. The measure we care about more is whether the system is still running and spreading twelve months after we leave.
Client Story
The first HR solution a business ever came back and asked for.
We introduced our talent framework to a single department within a leading business intelligence organisation. A few months later, something unusual happened.
People in other parts of the business started approaching HR, not to request help with a talent problem, but asking specifically for this framework by name, because word had spread about how easy the career conversations had become.
In the organisation's history, it was the first time a business function had ever proactively come to HR and asked to adopt one of their tools. The framework rolled out across the entire organisation. It's still running today.
That's what happens when a system is built for the people who use it, not just the people who commission it.
What award-winning actually means to us
Our talent frameworks have been recognised with both industry and in-house awards. We're proud of that. But the acknowledgements we value most are the ones that come from managers who tell us they still use the framework in their one-to-ones, and from HR teams who say the talent review finally led to something changing.
Awards reflect design quality. Usage reflects real impact. We build for both.
Why 'two-way and transparent' matters
Most talent systems are designed around what HR needs to know. Ours are designed around what employees need to see. When people understand the criteria, trust the process, and can see their own development path: engagement goes up, managers stop avoiding the conversation, and internal mobility follows naturally.
Simple. Two-way. Transparent. That's the design philosophy behind every framework we build.
If Any of These Are True, This Programme Is For Your
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 an easy framework and shared language and development guidance, 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 but 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.
Who It's For
Designed For Two Audiences, And The Dynamic Between Them.
Many participants come through as a small team: a sponsor who holds the strategy, and a practitioner who builds the system.
The Sponsor
HRD · CHRO · People Director · VP People
That's what happens when a system is built for the people who use it, not just the people who commission it.
You want your HR team to own and run the talent system, not depend on external consultants every time it needs updating.
You'd like to send one or two team members and receive an implementation-ready system as the output, with leadership alignment built in from the start.
You may choose to attend alongside your team. That works too, and creates exceptional alignment from day one.
You're ready to invest in a structured system rather than hoping the current patchwork holds together for another year.
The Practitioner
HR Manager · Talent Manager · L&D Lead · Senior HRBP
You want to build genuine expertise in talent and succession, not just attend a course, but leave with something real and implemented.
This is the kind of work that changes what you're known for internally. The person who built the talent system. The person who fixed succession planning.
Many practitioners ask their HRD or People Director to sponsor a place, and in most cases the organisational case makes it an easy yes.
You're ready to do the work, not just learn the theory. Sessions are live guided design sessions: you build as you go.
Is This Right For Your Organisation?
Built For Organisations At a Specific Moment Of Need.
This programme works best when an organisation has reached the point where informal talent visibility no longer works and needs a proper system to replace it.
The 9-Box Isn't Working
Larger organisations that adopted the 9-Box Grid and found it creates more debate than it resolves, managers avoid it, ratings lack consistency, and talent reviews produce conversation without movement. You know the framework isn't fit for purpose but haven't yet landed on what replaces it.
Strong at the Top, Blind Below
Organisations that run succession planning effectively for their senior team, but have little or no visibility of potential and readiness at middle-management and below. Your pipeline looks fine at the surface, until someone leaves and there is no-one ready to step up.
Growing Past the Point of Visibility
Organisations of around 150 people or more where leaders can no longer know everyone personally. Talent decisions are becoming less consistent, career progression is less visible, and you are starting to lose good people, not to better pay, but to organisations where they can see where they are going.
European HQ of an International Business
Organisations of 250 or more, often the European headquarters of a wider international group, that need a local talent system which fits their culture and scale rather than adopting a global corporate framework wholesale. A light-touch, practical solution that can be owned and run by a small in-house HR team.
Not sure if your organisation fits?
Join a weekly Discovery Session and ask Ines directly.
The Programme
Eight Modules. Eight Weeks.
One Complete Talent System.
Every session is live, expert-facilitated and focused on applying the framework to your organisation. You design as you learn.
The Talent Landscape & Workforce Planning
Map future skills needs, identify critical roles and surface succession risks using practical scenario planning. Build an evidence-based view of where your workforce gaps are and a clear priority order for addressing them.
HR Due Diligence & Infrastructure Audit
Identify where current HR processes are misaligned. Unify performance, development, mobility and promotion systems so talent management becomes integrated, not another disconnected initiative.
The Esendia 4 Career Stages Framework
A simple, scalable framework that replaces 9-Box complexity. Build shared language, fairer assessments and development-focused conversations that actually move people forward.
Designing Your Talent Management Process
Build a clear, organisation-wide talent process with simplified stages, defined steps and an inclusive, transparent, two-way ethos. Leave with design templates you can adapt and implement immediately.
The Development Bridge: 70/20/10 × 5 Moments of Need
Build development pathways that draw on all three modes of learning: experiential (stretch assignments, secondments, project leadership); social (mentors, buddies, peer coaching, action learning groups, conferences and networks); and structured (e-learning, workshops, training programmes). Map each mode to real capability gaps and learning moments so development is purposeful, not piecemeal.
Running Effective Talent Reviews with Senior Leaders
Design and facilitate reviews that are fact-based, bias-aware and action-driven. Covers the skills of leading the conversation, handling senior stakeholder input that risks pulling the discussion away from evidence, and practical techniques for keeping assessments grounded in observable behaviour. Scripts, facilitation guides and tools included.
Embedding the System: Change & Adoption
Build manager capability, drive employee ownership, integrate platforms and establish metrics that prove the system is working. Make talent management business-as-usual, not another initiative that fades by Q3.
Monitoring, Data & Continuous Improvement
Build a talent dashboard tracking mobility, conversation completion, pipeline coverage and diversity. Use data to demonstrate ROI, strengthen decisions and drive continuous improvement.
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
A Clear Price For a Clear Outcome.
FOUNDING COHORT PRICE
£2,975 + VAT
per person · all 2026 cohorts
When critical skills expire in 2.5 years, traditional 3-5 year workforce plans become fiction. Most organisations are still planning as if skills were stable, they're not. Join workforce strategy expert Denise Sefton to explore how to build workforce planning approaches that actually keep pace with the speed of change.
Why this price? The 2026 cohorts launch at Founding Cohort pricing because you're among the first to go through the programme before case studies are published. Once our 2026 cohorts complete and outcomes are documented, the price moves to £3,750 + VAT from January 2027.
£2–4k
One day of external talent consulting
+ VAT, no system built
£15–30k
Replacing one departing manager
all-in, disruption included
£2,975
The Accelerator (Founding Cohort)
+ VAT · full system built
FAQ
I want to find out more before I commit, how do I do that?+
The best place to start is a Discovery Session. Ines runs a free 60-minute live walkthrough every week, all eight modules, a real case study, and 20 minutes of open Q&A. There's no obligation to register for the programme afterwards. You can reserve your place at esendia.com/talent-and-succession-accelerator. If you'd prefer to speak with someone directly first, email us at info@esendia.com and we'll come back to you within one business day.
How much time do I need to commit each week?
Each live session runs for 90 minutes. On top of that, we recommend setting aside around 60–90 minutes between sessions to apply what you've covered to your own organisation, this is where the real building happens. In total, expect to commit around three hours per week across the eight weeks. The programme is designed for busy HR practitioners, so the between-session work is purposeful and builds directly into your final system rather than being additional reading or homework for its own sake.
Can an HRD attend alongside a team member?
Yes, and it works particularly well. When the sponsor and practitioner go through the programme together, alignment is built in from the start, there's no need to brief upwards or translate the methodology after the fact. Some sponsors attend every session; others dip in for specific modules where their input shapes decisions. Either approach works, and we'll help you think through what makes sense for your organisation once you've registered.
When does the Founding Cohort price end?
The Founding Cohort price of £2,975 + VAT applies to all three 2026 cohorts. From January 2027, the price moves to £3,750 + VAT. The increase reflects the addition of published case studies and documented outcomes from the 2026 cohorts. If you're considering the programme, registering in 2026 is the most cost-effective time to do so.
What if we need more support after the programme?
By the end of week eight, your team will have a complete, implementation-ready talent system and the expertise to run it independently. For organisations that want additional hands-on support during the rollout phase, we offer an optional six-month post-programme coaching package. Ask us about this when you register or at any point during the programme, we'll tailor it to where you are and what you need.