Designing a Multi-Layered Leadership Development Journey for a Global Law Firm
Client: A top-tier international law firm with a strong South African presence
Industry: Legal and Consulting Services
Focus: Leadership Development; Leadership Pipeline Acceleration; Succession Planning; Coaching
What They Were Up Against
As a global firm with leaders in South Africa reporting to managers across different regions, the client faced unique leadership challenges. They were navigating cultural differences, diverse expectations and the complexity of managing “upwards” to global line managers while also managing their own local teams.
Common challenges included:
Building trust and connection across cultural and generational lines
Delegating effectively and managing competing priorities
Engaging and motivating a younger workforce in ways that felt relevant and authentic
Communicating assertively without being perceived as rude
Handling stress, self-doubt, and the pressure of managing both “difficult managers” and “difficult employees
The risk was that without targeted support, leaders would feel isolated, under-equipped, and reactive in their approach, which could impact both team performance and client service delivery.
Where We Chose to Focus
Our discovery work, including interviews and diagnostics, revealed the need for a multi-layered development journey that addressed both the shared leadership challenges and the individual growth needs of participants.
We chose to focus on three key areas:
Succession Readiness
Identifying high-potential leaders for the pipeline through assessments and talent mapping
Core Leadership Skills
Building capability in areas like emotional intelligence, stress management, influence, communication, and delegation
Practical Communication Tools
Training in difficult conversations, storytelling, and psychological safety
Personalised Coaching Support
Ensuring that each leader had the space to work on their unique challenges and apply learning directly to their context
How We Partnered for Impact
To meet the needs, we co-designed a multi-dimensional leadership development journey anchored in the client’s global leadership competency framework. The focus areas included:
Leadership Assessments Aligned to Global Competencies
Psychometric and behavioural assessments were mapped against the firm’s global leadership framework, ensuring development efforts were strategically aligned
Executive & Business Coaching
One-on-one sessions provided personalised support for leaders to grow in self-confidence, resilience, and strategic thinking while navigating real workplace challenges
Talent & Succession Mapping
Data from assessments and 360° feedback informed talent maps and succession plans, giving HR a clearer picture of the pipeline
Experiential Leadership Modules
Facilitated highly interactive and gamified modules on Personal Mastery, Team Dynamics, Storytelling, Strategic Alignment, and Innovative Thinking, tailored to the South African context
Targeted Communication Training
Equipped leaders with practical tools for handling feedback conversations, conflict, and influencing without authority
Measurement & Tracking
Progress was monitored through repeated 360s and resilience measures, tracking shifts in confidence, trust, and leadership impact
What Shifted
The programme delivered both individual and organisational shifts:
Increased Confidence and Assertiveness
Leaders reported feeling empowered to speak up, manage upwards, and handle feedback conversations with clarity
Stronger Peer Connections
The cohort model built a support network across departments, which carried into day-to-day collaboration
Improved Delegation and Feedback
Practical tools helped managers structure delegation and give constructive, respectful feedback
Visible Business Impact
Global line managers contacted HR directly to note the tangible improvement in their South African leaders’ communication, confidence, and team engagement
Success Enablers
Alignment to the global framework ensured development was not in isolation but connected to the firm’s long-term leadership standards
Succession mapping helped the business identify future leaders for deeper coaching and investment
Coaching integration gave leaders the confidence to translate workshop learning into action
Psychological safety in sessions allowed leaders to be vulnerable, ask difficult questions, and address their real challenges
