Services

Leadership and talent services built as a system

FNDRY. combines diagnostics, design, activation and advisory into a coherent leadership operating system.

Diagnose Design Activate Advisory

Diagnose

We create evidence-based diagnostics that give leaders, teams, and boards a shared view of leadership capability relative to your organization's context and strategy.

Individual leadership assessment

Evidence based assessment of executives and key leaders, focusing on contextual leadership capability rather than abstract traits.

In our experience, mis-hired or mis-promoted executives typically cost organisations twelve to twenty-four months of performance, compounded by severance, search, and the opportunity cost of delayed execution. Context-specific assessment materially reduces this risk compared to generic personality-based approaches.

Typical questions

• Does this leader fit our context and chapter?
• Where are the biggest leadership risks?
• What development would increase impact?

What FNDRY. delivers

• Contextual leadership profile and report
• Interview and assessment data synthesis
• Clear, practical development recommendations

Client time required

Approximately 2–3 hours per leader, plus a short calibration session for key decision makers.

Leadership team assessment

A clear view of the leadership team coherence, decision rhythm and capability, relative to strategy and ownership expectations.

In our experience, leadership teams without shared context alignment spend a disproportionate share of their time managing ambiguity rather than executing. Teams with explicit role clarity and decision rights move faster and with less friction on the initiatives that matter most.

Typical questions

• Is this the right team for this strategy?
• Where are the gaps in capability or cohesion?
• What needs to change in how the team works?

What FNDRY. delivers

• Team effectiveness map
• Individual and collective themes
• Concrete interventions and priorities

Client time required

Short surveys, selected interviews and one workshop style session with the team.

Organisational leadership system diagnostic

A systemic view of how leadership is set, supported and steered in the organisation, including roles, processes, incentives and culture.

In our experience, misaligned leadership systems drive higher-than-necessary leadership turnover and slow strategy execution in ways that individual assessments alone do not explain. Systemic diagnosis surfaces root causes that stay invisible when only individuals are assessed.

Typical questions

• Do our structures support the strategy?
• How are leadership expectations communicated?
• Where do people systems help or hinder?

What FNDRY. delivers

• Leadership system map
• Key pain points and enablers
• Prioritised change agenda

Client time required

Interviews with key stakeholders and a synthesis session with the CEO and CHRO.

Design

We convert diagnostic insights into structured systems. We build succession plans, talent strategies, and assessment frameworks specifically for your organizational context rather than applying generic templates.

Succession and transition planning

Structured succession and transition planning for critical roles, balancing continuity, performance and ownership expectations.

In our experience, unplanned leadership transitions in critical roles typically destroy six to twelve months of execution momentum and a significant amount of enterprise value in mid-sized companies. Structured succession planning converts crisis events into managed transitions and materially reduces organisational disruption.

Typical questions

• Who could realistically step into key roles?
• How do we de risk CEO or CXO transitions?
• How do we balance internal and external options?

What FNDRY. delivers

• Succession maps and profiles
• Transition plans and governance
• Owner, board and management alignment

Client time required

Workshops and review sessions with the CEO, CHRO and board or owners.

Talent strategy formulation

Defining how leadership, talent and organisation shape competitive advantage in your context, and which capabilities matter most.

In our experience, organisations without an explicit talent strategy spread their leadership investment too thinly across capabilities that do not drive competitive advantage. Clear prioritisation concentrates development resources on the roles and capabilities that create disproportionate business value.

Typical questions

• Which roles are truly critical?
• What capabilities do we need more or less of?
• How do we sequence our talent investments?

What FNDRY. delivers

• Talent strategy linked to business strategy
• Prioritised capability agenda
• Translation into HR and people plans

Client time required

Series of working sessions with the leadership team and HR.

Assessment advisory

Building a modern assessment operating system, from philosophy and policies to tools, competency models and decision making discipline.

In our experience, inconsistent hiring and promotion decisions cost organisations significant leadership effectiveness per mis-hire, compounded over time. Assessment systems built for your specific context substantially improve prediction of leadership success compared to universal personality frameworks.

Typical questions

• Are our assessment tools fit for purpose?
• Why do our hiring and promotion decisions feel inconsistent?
• How do we reduce bias and noise?

What FNDRY. delivers

• Assessment approach and policy review
• Vendor and tool audit and recommendations
• Competency models and interview guides
• Upskilling of recruiters and hiring managers

Client time required

Interviews, a few design workshops and targeted training for key stakeholders.

Activate

We activate strategy by translating leadership models into daily behavior, operating rhythm, and decision-making disciplines that your leadership team can actually use.

Strategy execution workshop

Focused sessions to translate strategy into concrete leadership priorities, rituals and decisions for the top team.

Outcomes

• Shared view of what execution means
• Clear leadership priorities for the next 6–12 months
• Defined operating rhythm and forums

Format

Usually one to two days with the leadership team, with pre work and follow up consolidation.

Best suited for

New strategic chapter, new CEO or when execution keeps slipping despite clear plans.

Leadership behaviour workshop

Connecting personality, motivation and emotional intelligence with the FNDRY. leadership framework and everyday behaviour.

Focus

• Self awareness and impact
• Translating competencies into behaviours
• Practical commitments and peer accountability

Format

Half day to full day sessions with the leadership team or selected leader cohorts.

Best suited for

Teams wanting to move from abstract leadership models to visible changes in how they lead.

Advisory (retainer and embedded execution)

We provide strategic leadership advisory for CEOs, CHROs, and PE operating partners, with embedded execution support available when transformation requires hands-on leadership.

Strategic leadership advisory (retainer)

Ongoing counsel on leadership systems, talent strategy and organisational performance.

• Leadership system and talent agenda
• Transformation and integration support
• Board and owner dialogue on leadership risk

Typical cadence is monthly or bi monthly working sessions, plus support around key decisions.

Embedded leadership (fractional or interim)

Temporary leadership roles when strategic change requires hands on execution, for example interim Head of Talent or leadership system lead.

Used selectively in:

• PE owned scaling companies
• Turnarounds and major transformations
• Critical HR or talent leadership gaps blocking execution

One to three days per week for three to six months, always paired with diagnostic or advisory work and with a clear handover plan.

No BAU HR coverage or pure capacity replacement.