This Case Study Summary is part of an HCI Solution Suite based on a keynote presentation given by Jonas Bordo, Senior Vice President of Corporate Resources at Bentall Kennedy, and Seonaid Charlesworth, Vice President of Executive Assessment and Succession at Lee Hecht Harrison Knightsbridge, during HCI’s 2015 Learning and Leadership Development Conference.
As one of the largest real estate investment advisory and services firms in North America, Bentall Kennedy’s strong company culture - and the leaders that sustain it - are a distinct competitive advantage in a changing and volatile industry. To maintain this edge, in 2013, executive leaders at Bentall Kennedy created a special task force charged with designing a leadership development and succession planning program capable of producing culturally aligned leaders with the skills to support future business objectives. Discover how Bentall Kennedy partnered with Lee Hecht Harrison (LHH) Knightsbridge to define its leadership framework and strengthen its leadership pipeline.
- Take an inclusive approach when defining your organization’s leadership framework; solicit feedback early and often from multiple sources.
- Align your leadership framework to your organization’s pre-existing culture wherever possible.
- Use a comprehensive battery of assessments, surveys, and simulations to assess your leaders’ potential and capabilities.
- Ensure the success of your initiative by soliciting the participation and support of senior executives.