Resources

Building a precision competency architecture across 50 departments at scale A major GCC property group operating across development, construction, sales, facilities management, and corporate functions faced a fundamental gap in its people infrastructure: no consistent, organisation-wide language for what good performance looked like. With over 50 distinct departments and job families — each with highly specialised technical demands — the organisation needed a competency architecture…

Identifying the right talent through culture-first psychometric assessment A leading Saudi retail bank sought to recruit high-potential graduates into its Graduate Development Programme – a selective pipeline for future leaders. The core challenge was not simply identifying academically strong candidates, but finding individuals whose values and instincts genuinely aligned with the bank’s culture. With a large applicant pool and limited capacity for in-person assessment, the…

By Carly Tysoe During a recent commercial awareness session with a group of evolving leaders, I noticed a familiar tension surface the moment I mentioned KPI’s. Those three little letters that can make even experienced professionals shift uncomfortably in their seats. For many, Key Performance Indicators represent control, pressure, and a lack of trust. Yet, when used well, measurements (both quantitative and qualitative) are powerful…

A three-year journey to build the next generation of senior leaders A diversified GCC conglomerate operating across multiple industries recognised that its continued growth depended on one critical factor: the calibre and readiness of its senior leadership pipeline. The organisation had a cohort of high-potential executives who were technically strong within their own functions, but lacked the cross-enterprise perspective, strategic leadership capability, and personal impact…

Scaling nationalisation support through technology, psychometrics, and coaching A UAE government authority with responsibility for national workforce development faced a significant challenge: how to systematically assess, understand, and address the barriers preventing thousands of UAE Nationals from entering or progressing in employment. Existing processes were largely manual, inconsistent, and unable to scale. Case workers lacked the tools to profile individuals objectively or track progress over…