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Case Studies
Deloitte East China
| Mandate: |
Deloitte Touche Tohmatsu is
one the Big 3 auditing firms which operates with a partnership
model. Each year, the firm will promote a number of deserving
senior managers to partners. Even though Deloitte has
an established development program for its manages, the
East China lead audit partner felt that more individual
development would be needed to prepare the nominated senior
managers better for their partnership roles. These potential
partners were technically competent. However, in the role
of partner, they were required to exercise more leadership
soft skills which were a little lacking.
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| Solution: |
The intervention came in 2 phases.
Firstly, each participant was given individual coaching
and role-play practice in interviewing techniques. The
final stage of the promotion exercise was the partnership
interview where the candidate was interviewed by a panel
of senior partners.
After the interviews, the participants underwent a psychometric
assessment using the DISC and/or Workplace Big 5 Profile
as well as a 360 multi-rater assessment. For some participants,
360 interviews were conducted instead with their nominated
colleagues to get feedback about their respective strengths
and areas for development. Individual coaching was given
to each participant to flag out insights on their current
performance and potential areas for development and then
to support the participant in their leadership development.
The coaching went on for a period of six months, after
which a post-360 assessment on the participants’
individual developmental goals was conducted.
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| Outcome: |
We were given 10 participants. Their success
rate in the partnership interviewing process was 100%.
The post-coaching 360 assessments also highlighted that
the participants had an average of 18% improvement in
their leadership competencies as observed by their colleagues
over a period of six months.
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