EXECUTIVE DEVELOPMENT AUDITS THE CDP APPROACH Turning Potential into Results

CDP Executive Development Audit (EDA) Model

Overview Our 1500 word EDA reports include: Full briefing from Line Manger and HR + 6 SHFB calls (if appropriate) 4 hour in depth semi-structured interview inc. psychs completed in advance Follow up feedback and Development Session leading to the creation of a DAP Report produced inc. strengths, development areas and benchmarking De-brief call with Line Manger and HR Our 1500 word EDA reports include: Personal Potential Profile (PPP) Strengths (inc. key strength) Development areas (inc. key development area) Bespoke practical development recommendations (readings, online resources etc.) Summary of psychometrics results Benchmarking against role level in comparable sector Conclusion with clear recommendation (if for selection or promotion) with onboarding recommendations Executive summary

CDP’s philosophy on assessment and development At CDP we believe everyone has untapped layers of potential. Our consultants are passionate about helping people find and tap these layers in order to transform individual and organisational results. Helping someone to identify their strengths and development areas, and how they can successfully work on these, requires a profound understanding of their experiences, internal dynamics, motivations and derailers. We therefore start our work with individuals with a deep dive into their unique psychology as it pertains to their professional life. This is combined with a suite of tailored psychometrics to provide further data for consideration.

The CDP methodology – turning potential into results Our EDA methodology involves a combination of the following: A bespoke Role Success Profile that we develop with our clients for each role we assess – answering the question what does success look like? If the audit is developmental, 360 Stakeholder Feedback, either online or through Stakeholder Feedback calls A relevant and accessible suite of psychometrics The application of our “DEEP” 12 Factor Model of Potential (see later) Case studies and work sample exercises if appropriate Existing and trusted approaches already in use in the client system Other measures created uniquely for – and with – each client All this is synthesised during a half day interview, the output of which is a rich, rigorous 1,500 word EDA (Executive Development Audit) report that outlines the individual’s Personal Potential Profile, their strengths, their development areas and how they benchmark to others at their level. Our MDAs (Manager Development Audits) offer a lighter assessment and our CDAs (C-suite Development Audits) offer a lengthier, more intense assessment for CEOs and other C-suite executives or particularly sensitive or key roles. We undertake these assessments both for selection (external appointments and promotion) and for succession planning and developmental reasons. For the former a clear recommendation is included in the report (with risk analysis and onboarding recommendations if applicable).   In both cases the experience is highly developmental and the individual returns for a further 90 minute session where they can review – and build on – the report. This further session results in the creation of a Development Action Plan (DAP) – see next slide. This can be followed by further Development Sessions or a CDP High Performance Coaching Programme as required.

The DEEP model of potential We are happy to incorporate your own existing model of potential if preferred. Otherwise we use our proprietary model, DEEP, which is based on extensive research and experience in the best practice assessment and developing of potential. For more details download our thought paper at www.cdp.consulting/potential

The iDEEP blended learning platform We are currently developing the iDEEP e-learning platform. This is an extensive video and case study based set of 12 modules that address each of the 12 DEEP qualities and offer in-depth learning around each one. When this is launched every individual who undertakes an EDA will have complimentary access to the platform to enable them to take the insights they have learned during their audit about their own potential profile and undertake learning around this. This makes our assessments unique as there is focussed, practical development follow up provided as part of the process. The “DEEP Potential” psychometric We are also developing the DEEP psychometric which we will be using in our assessments, coaching and team work, as well as for enabling 360 feedback. Where do you stand in relations to the 12 DEEP qualities? What does your boss think? What does your team think?

Ratings and benchmarking All our reports include bespoke benchmarking that can draw on: Our proprietary DEEP potential benchmarking data set (n=1000+) Comparison benchmarking from psychometrics e.g. Saville Wave. JCA EIP3 etc. Existing benchmarking data obtained via the client The benchmarks will include role level, FTSE 100 and industry / sector comparisons as appropriate and available. Our consultants will analyses the various data points to present a suite of benchmarking data and an overall conclusion We rate all assessees against the DEEP model of potential, giving each person a PPP or Personal Potential Profile (or we can use your own in house potential model). In addition we will rate against any existing in house leadership framework, set of values etc.

How people experience us A survey of people our consultants have worked with showed that: felt that their performance had significantly improved 86% felt happier at work 78% 67% felt that they had also seen a lasting personal and family benefit 94% said they would recommend the process to a colleague or friend Here are some quotes from that research: “I was sceptical about the process – I’d done other leadership development stuff – but this was different. A real bond was established and I felt understood on a basic level. I was able to make some shifts that led to some great feedback, and eventually, a promotion” “Actually I knew what I needed to do but I had always struggled to do it. This work was brilliant because it actually made me understand why – and gain the tools or mind-set I guess – to actually change, which so far has lasted and made a big difference” “I wish I’d been able to do something like this years ago. It was a chance to stop and think about me for a change, and how I could really shake things up with my team. I ended up sending them all to do it, and then we had a team day to bring it all together. Highly recommended”.

Our Executive Development Audit model aligns with our coaching, teams and organisational models How we are different

21 Bloomsbury Square, London, WC1A 2NS CDP transforms your business performance by working at the deepest level to unlock the potential of your people Our consultants are passionate about helping people find and unlock their untapped layers of potential. We start by rigorously auditing your talent, leaders, teams and organisation and then, by working at a deep psychological level - tackling root causes, blind spots and derailers – we bring about profound and lasting changes in performance. We offer: In-depth individual leadership audits for selection, promotion and development High performance executive, return to work, impact and transitions coaching High Performance team interventions (including board effectiveness) High Performing Organisations development and cultural change support High level leadership and talent consultancy at CEO and HRD level We would relish the chance to partner with you to ensure your business achieves its goals by enabling your people to operate at their very best. Get in touch today to discuss how, together, we can make that happen. mail@cdp.consulting www.cdp.consulting 21 Bloomsbury Square, London, WC1A 2NS +44 (0)20 3900 4010