Readiness
Preparing leaders for a bigger or different role before the appointment is confirmed, to help them build what the role will ask of them and shape how they are read.
What It Is
Readiness is structured preparation for a step up or a lateral move, that starts before the appointment is confirmed. It runs one-to-one with me, over three to six months for most roles and up to twelve for executive roles.
We work on what a bigger role will test: the strengths that carry forward, the gaps that will matter, the skills the role depends on, how the leader comes across, the relationships that count, and who sees their work.
It starts with a Hogan Forecast, so the work is grounded in how the leader actually operates, not in how they or others assume they do. Hogan 360 can be added, where how others see the leader is part of the preparation.
Navigation supports a leader once they are in the seat. Readiness precedes that.
Who I Work With
When Working with Organisations
You may have a leader you see as ready for more, or a succession slate where readiness is uneven. Readiness is scoped to the leader and the role, so the preparation matches what the role will actually ask. As a sponsor, you receive a copy of the Hogan Forecast and a working summary. The coaching sessions and the leader’s debrief stay with the leader.
When Working With Leaders
You can see the bigger role from where you are. It may not be on offer yet, or it may be on offer and not confirmed. Readiness is for leaders who choose to prepare rather than wait to be picked. We begin with a Hogan Forecast read to ground your growth in skills relevant for your ambition.
It begins with a conversation
Key Areas We Work On
Strengths. The ones that carry over to a broader scope and the ones that stop working at the next level.
Skills. The specific capabilities the role depends on, built deliberately instead of picked up under pressure.
Presence. How the leader comes across in rooms they have not yet led: how they make decisions, and how pressure shows.
Reading the system. How the system around the leader actually works: how decisions get made, what is expected and never said, and what the next level rewards.
Relationships. Who will be deciding, who will be watching, and how those relationships stand before the move.
Visibility. Who knows what the leader is capable of, and who does not yet.
Influence. The people whose view matters to the next role, mapped early and kept current.
How It Works
Start. Individuals begin with a free Exploratory Call. Organisations begin with a First Conversation. We agree on the scope: length, cadence and focus.
Hogan Forecast. After contracting and payment, the Forecast takes about two weeks. Sessions can start straight away, and the debrief takes place once the report is ready.
Sessions. One-to-one, at the cadence agreed in the scope.
When the appointment is confirmed. Navigation or Integrative can follow, starting at Day 0. These are separate engagements.
Readiness prepares a leader for the appointment. It does not secure it. Outcomes depend on the leader’s work and how much support the system is willing to extend.
Investment:
Readiness is scoped to the leader, the role, and the time available, so there is no fixed price. The scope and the fee are agreed before anything starts: after the Exploratory Call for individuals and after the First Conversation for organisations.
"The right conversation, early, changes what happens next."
Self-funded leaders
FAQs
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Leaders preparing for a bigger role that has not yet been confirmed, and organisations preparing a leader they see as ready for more.
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Three to six months for most roles, at times up to twelve for executive roles. We set it in the scope.
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Yes. It takes about two weeks from payment; sessions start straight away, and the debrief takes place once the report is ready.
Judgment, HBRI and 360 can be added. Scoped and priced separately.
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The coaching sessions and the debrief are confidential. If an organisation sponsors the work, it also receives the Hogan results.
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The work is on the leader, not on one specific role. The strengths, relationships and visibility built are still theirs, and they will be ready to take on the next one that comes.
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Navigation and Integrative start in the first 30 days of a role. If you’re further in, book a call, and we’ll shape it to where you are.