Leadership Capability Strategy
Upgrading the leadership engine for a $50bn+ revenue business
A global CPG giant had just welcomed a new CEO, signaling a pivotal moment for the company. To drive the next phase of growth, leadership capabilities needed a fresh evaluation - especially in emerging skills and tech expertise. We refreshed the Leadership Capability Model and Leadership Development Roadmap, to align leadership expectations and performance with business needs. We also delivered a custom roadmap for high-priority gaps.
We led a comprehensive assessment of leadership capabilities, highlighting current and future gaps. This process involved mapping to business needs and ambitions, and factored in external factors. Through stakeholder interviews, focus groups, and data-driven analysis, we combined qualitative insights with behavioral data and external benchmarks - ensuring a sharper, more future-ready leadership framework.
We put the Leadership Capability Model to the test, analyzing performance and engagement data while focus groups exposed regional gaps in how leadership expectations were understood. Statistical analysis confirmed the findings and uncovered new opportunities for strategic capability-building. In response, we refined the model’s language and strengthened internal communications around leadership performance evaluations, ensuring clarity, alignment, and impact.
First, we updated the leadership development strategy to close critical gaps in emerging skills and tech expertise. We then gathered regional best practices from People VPs and integrated them into the strategy. By analyzing the employee lifecycle alongside performance and engagement data, we identified key opportunities to deliver targeted leadership experiences at critical moments. The result was a refined Leadership Development Roadmap that balances global consistency with regional autonomy, ensuring stronger, more aligned leadership across the business.
We updated the Leadership Capability Model to prioritize current and future business needs. The language of the model and its guidelines were refreshed to improve global understanding. To consolidate leadership development opportunities, we developed new, on-demand tools and resources accessible through the company's LMS. We updated the Leadership Development Roadmap to build critical new capabilities. To get the leadership engine running at full speed, the focus shifted to a tailored project on high-priority gaps for performance management and leadership culture, crafting a custom roadmap for fast impact with sustained results.
6-month project duration.
The work covered bands zero to seven.
We elevated a leadership capability model with 10 strengths to map to organizational values.
Your level of insight into our senior leaders - and their evident level of trust in you - is impressive. You get our culture. I think you've found our gaps, and somehow it now seems really obvious.
I appreciate the attention you're giving to truly listening to what we need in the region. It's often different from what HQ thinks we need or should do. We know what we're doing is right for us. We also welcome best practices from other regions!
Global People VP
Regional People VP
