Do we have enough capable leaders for the roles our plan will create?
Leadership readiness
Build a consistent view of leadership strengths, development needs and readiness evidence across your pipeline.
What you get
Clear deliverables, clear decisions
Evidence base
What the view is built from
- Inputs
- Leadership role requirements by level
- Leadership and competency assessment evidence
- Structured talent review input from managers
- Assessments
- Leadership assessment
- Competency assessment
- Team and 360 assessment
- Consulting activity
- Define leadership requirements by level
- Assess nominated populations consistently
- Consultant-led interpretation with human oversight
How it runs
The ADVANTAGE™ 5A Methodology
From strategy to sustained frontline performance — Align, Architect, Attract, Activate, Accelerate.
Stage 1 of 5
Align
What are we trying to achieve?
Talent priorities aligned to business goals with a clear decision scope.
Stage 2 of 5
Architect
What capabilities will get us there?
A scalable capability system that hiring, assessment and development share.
Stage 3 of 5
Attract
Who do we need?
High-performing talent selected and developed against the capability standard.
Stage 4 of 5
Activate
How do we ensure execution?
Learning and standards activated into workplace performance.
Stage 5 of 5
Accelerate
How do we scale and sustain results?
Business results accelerated through measurement and continuous improvement.
Questions
Frequently asked
Do you rank our leaders?
No. We describe capability against defined role requirements and identify development priorities. Ranking individuals is not a supported use of this work.
Who interprets the results?
A Frontline Advantage consultant interprets assessment evidence with your team. Interpretation is never automated.