CONSULTANCY
Senior Leadership Diagnostic
An honest, evidence-based picture of how your leadership is landing: what is working, what is not and what to change.
OVERVIEW
Honest Leadership Feedback That Internal Processes Cannot Provide
The higher the role, the less direct feedback people receive. By the time a senior leader's habits and blind spots start affecting the organisation, everyone around them already knows: except the leader themselves.
This diagnostic gives senior leaders an honest, structured picture of how their leadership is landing: what is working, what is not, and what to change.
Who Is This For?
Senior Leaders
CEOs, MDs, directors and heads of function who want an honest view of their leadership impact.
Leaders in Transition
Senior leaders who have recently changed role, organisation or scope and want to understand how they are landing in the new context.
High-Potential Leaders
Senior leaders identified for progression to a larger role who want to close specific gaps before making the move.
PROGRAMME CURRICULUM
How the Senior Leadership Diagnostic Works
A structured four-phase engagement moving from evidence gathering through to findings delivery, development planning and optional ongoing coaching.
Scoping, Stakeholder Alignment and Diagnostic Brief
We establish the context, the goals and the boundaries of the diagnostic before any data gathering begins.
WHAT WE COVER
- Define the scope and objectives of the diagnostic
- Agree the stakeholder group: who will be interviewed and why
- Establish confidentiality agreements and communication protocols
- Understand the organisational context: structure, culture, recent change
- Agree the format and timeline for findings delivery
WHAT YOU ACHIEVE
- Clear scope and expectations established before the work begins
- Stakeholders understand the process and engage with confidence
- The diagnostic is anchored to real business outcomes, not just leadership development
Stakeholder Interviews and Leadership Evidence Gathering
Structured one-to-one interviews with direct reports, peers and senior stakeholders, designed to surface honest, specific insight.
WHAT WE COVER
- Individual interviews with direct reports, peers and senior stakeholders
- Confidential conversations designed to surface honest, specific feedback
- Structured questioning that uncovers patterns rather than isolated incidents
- Observation of the leader in their natural working environment where relevant
- Review of any existing 360 data, performance reviews or engagement survey results
WHAT YOU ACHIEVE
- A comprehensive evidence base from multiple perspectives
- Honest, specific insight that formal feedback tools rarely surface
- A picture of the gap between leader intent and actual impact
Leadership Impact Analysis and Development Prioritisation
We synthesise the evidence into a clear, honest picture of leadership impact, including what is working, what is not, and the specific patterns worth addressing.
WHAT WE COVER
- Thematic analysis across all interview data
- Identification of consistent patterns in how the leader is experienced
- Mapping the gap between intent and impact
- Prioritisation of development areas by leverage and urgency
- Development of specific, actionable recommendations
WHAT YOU ACHIEVE
- A clear, evidence-based picture of leadership impact
- Development priorities ranked by leverage, not just ease
- Specific recommendations that go beyond self-awareness
Findings Delivery, Development Planning and Ongoing Leadership Coaching
The findings session is direct, honest and constructive. The development plan is practical and actionable, with optional ongoing coaching to support real-world implementation.
WHAT WE COVER
- One-to-one findings presentation with the leader
- Discussion of implications and development priorities
- Co-creation of a practical development plan
- Introduction to specific development actions and resources
- Optional ongoing coaching: regular sessions to work through real leadership situations
WHAT YOU ACHIEVE
- The leader receives honest, specific feedback they can act on immediately
- A practical development plan is in place within days of the findings session
- Optional ongoing coaching creates accountability and sustained development
THE APPROACH
How It Works: The 4D Model
—— STEP 01
Discover
Structured conversations with the leader and, where appropriate, with those around them. The diagnostic gathers a 360-degree picture of how this person's leadership is experienced, not just how they intend it.
—— STEP 02
Design
A debrief and development plan built specifically around what the diagnostic reveals. The focus is always on the highest-leverage changes, the things that will have the most visible impact on this leader's effectiveness.
—— STEP 03
Deliver
An honest, structured debrief conversation with the leader. Suk delivers this personally, with the directness and care that senior leaders rarely receive. The feedback is specific, evidence-based and forward-focused.
—— STEP 04
Develop
Ongoing coaching to help the leader put the insight into practice. Awareness without a clear path to change is just uncomfortable. The development phase turns the diagnostic into tangible shifts in how they lead.
WHAT YOU’LL GET
What Participants Walk Away With
79%
of senior leaders believe they are effective communicators, only 23% of their teams agree
Source: Harvard Business Review, 2023
87%
of executives say they rarely receive candid feedback on how their leadership behaviours affect others
Source: McKinsey, 2024
4x
more likely to retain top talent in organisations where senior leaders actively invest in their own development
Source: Gallup, 2023
COMMON QUESTIONS
Frequently Asked Questions
Is this confidential?
Yes, completely. Everything that emerges from the diagnostic process is handled with full discretion. Where feedback is gathered from others, it is synthesised and anonymised so that no individual can be identified as the source of any specific insight.
Do people around the leader need to be involved in the diagnostic?
It depends on what the leader needs. A purely self-reflective diagnostic is possible and valuable. A fuller 360-degree view, which includes structured conversations with peers, direct reports or the leader's own manager, provides richer insight. We design the right approach for each situation.
How is this different from a 360 survey?
A survey gives you data. This process gives you insight. Structured conversations surface nuance, context and specificity that a questionnaire rarely captures. The debrief is also a coaching conversation, not just a report, which means the insight is immediately applied, not just received.
How long does the overall process take?
The diagnostic and debrief phase typically takes 3 to 4 weeks. Coaching engagements that follow usually run for 3 to 6 months, with the pace and frequency designed around the leader's schedule and the depth of the development work involved.
WHAT CLIENTS SAY
Testimonials
Suk led a comprehensive 4-month training program for our team based on consultative selling. His exceptional training style seamlessly blended captivating content with actionable insights tailored to our professional environment of complex selling with multiple stakeholders. Suk’s course was a great blend of hands-on exercises, collaborative group activities, personal introspection, and goal-setting, ensuring a well-rounded learning experience for all participants. Suk's adept delivery and thoughtful approach made the sessions both enlightening and impactful, leaving each of us equipped with practical skills and strategies to excel in our roles. I look forward to further training with Suk in the future for me and my teams.
Snigdha Tiruvuru
Head of Partnership Development
In the few years which I have known Suk, I have found him to have a thirst for learning which is infectious. His background in sales, lends credibility and insight into his role as the Sales Coach. He passes this on to his clients in an upbeat and professional manner. Suk is resourceful and flexible and willing to go the extra mile to provide a great service.
Nikie Forster
Leadership Development Specialist
Suk is a very energetic and friendly trainer. He teaches in a refreshing way and makes learning interesting. Suk has learnt many valuable skills over his career and these are evidenced in his training modules. After completing training with Suk you’ll be keen to get on and put his teaching in to practice. Thanks for all your help over the years Suk.
Sophie Brewer
Digital Transformation & Automation Project Manager
Lead With Clarity, Honesty and Real Impact
If you are ready for an honest view of your leadership, let's have a conversation.