Case Study - Board-Ready People

The Problem

An insurance firm was rapidly expanding by diversifying, acquiring and exploring other jurisdictions. Each new venture was set up under another legal entity, which then needed its own Board. Within the firm there was a lot of talent, but less Board experience than required for the firm’s plans over the next five years. In a soft market they were also concerned that their best talent might be wooed to join rival firms.

The solution

We proposed a Board readiness programme:

Stage 1: Identify overall concerns and key individuals who would benefit from Board development (either as recently promoted Board members, or with the potential

Stage 2: Design bespoke content with Head of Talent Managementand CEO to include some people/Board development (Board dynamics, Boardroom behaviours) and some key technical sessions that would stand them in good stead as Board members

Stage 3: Invite key individuals to join the programme, with the first 12 respondents being given places on the first year’s programme

Stage 4: Roll out of programme of one intense day every couple of months with further study/practice/implementation of learning in between modules. Each module to be followed by a feedback session with the Head of Talent Management

Stage 5: Final session to include a Mock Board meeting and pulling together of whole programme

Stage 6: Debrief with Head of Talent Management The Programme was full, with a waiting list for the following year within a week of being announced.

As the programme developed and we could see individual and team needs emerge throughout sessions we adapted the programme to enhance their experience at every step of the way.

The results

Three of the delegates are now much more confident in their subsidiary Board roles.One delegate has been promoted to the main Board, others are more Board-ready and all say that it has improved the way they run their individual teams and departments. The Head of Talent Management is delighted with their progress.