Cadence Partners has developed the unique Aspiring Leaders Programme in response to the issues surrounding diversity, and in particular the continuing challenges facing women moving beyond senior management level and into genuine leadership roles.
The Programme has been developed to offer a response to a major concern raised by all the businesses and organisations with whom we have spoken:
- How do you give real-life board experience and practical decision making opportunities to your talented staff to prepare them to step up to more senior roles in your organisation?
- How do you broaden their experience and increase their confidence by giving them a taste of responsibility outside of the sector in which they work?
Our goal is to develop a pool of female future directors that is much wider than at present and to ensure that the next generation of directors is being developed appropriately. Working with Government departments, professional bodies and top-rated public and private sector companies, we will fast-track potential female directors by giving them first-hand experience in a boardroom.
However, this programme does not merely benefit the candidate; it holds enormous potential value both for the ‘hosting’ organisation (taking on the candidate to their Board) and the ‘lending’ organisation (providing the pick of their talent pipeline as candidates). It will also help businesses and organisations to develop their talented staff more quickly in preparation for board-level responsibility.
We use our extensive Executive Search expertise to ensure we find candidates that are suited to the ‘hosting’ business or organisation and vice versa. This means that the business or organisation that participates in the Programme can stipulate the kind of skills and experience they feel their board would most benefit from. It offers the business or organisation the opportunity to tap into the finest talent and bring them directly into the boardroom, gaining a new perspective on issues where some boards may feel they lack their own expertise, such as social media, technology changes, sustainability and diversity.
In exchange for a proportion of their employee’s time, the ‘lending’ organisation will benefit from having a member of staff with an enhanced skill set and an insight into other business practices that they can start to employ in their day job. Additionally they will have been developed as a leader for the future and incentivised by the opportunity offered to them by their employer.