At a time of significant change in the legal industry, Allen & Overy are determined to continue leading the market as they have done throughout their 86-year history. Over the past year alone they have faced some of the world’s leading businesses transactions including Anheuser-Busch Inbev’s takeover of SABMiller plc – the largest commercial loan in history at $5bn. Strengthscope® is supporting Allen & Overy to deliver more inspiring and effective leaders of the future who will be more self-aware, high performing and positive, helping A&O gain an edge in a fast changing and
competitive legal industry.
After initially supporting A&O with individual career development for several years, we have been working closely with A&O’s talent team to develop future leaders to become more effective people leaders by helping them be more aware of their leadership behavior and impact – including their strengths, performance risks and how to optimize their effectiveness on a daily basis to deliver peak performance and an engaging work environment.
Through our strong partnership, we’ve helped leaders:
The Strengthscope® assessment, together with associated development tools and activities, have helped accelerate leaders’ learning and performance through:
In 2013, Asda – the UK’s third largest retailer – recognized the need to upgrade its graduate assessment solution in order to showcase the Asda culture as robust, valid, fair and unbiased, while at the same time ‘getting under the skin’ of candidates to uncover the real person rather than just what they think they should be.
Asda wanted to identify candidates with the right strengths for the role and the right strengths for the Asda culture, who would go on to perform well in the role and be fasttracked to a management position after the 3 year program. This was also seen an opportunity to align Asda’s people processes, improving the connection between recruitment and the onward graduate journey.
Strengthscope® undertook a strengths job analysis to create a target role profile for graduates who, with the right support, could quickly step up into managerial positions, embody the Asda values and culture and who would love coming to work every day. To do this, we ran strengths interviews and focus groups across a range of stakeholders to identify core graduate strengths.
We then designed a strengths-based video interviewing sift stage, as well as designing strengths assessment centres which included exercises such as a strengths career presentation, a strengths interview, an analysis/role-play (which mirrored the realities of the role) as well as a group exercise.
All candidates were provided with feedback, including on their Strengthscope® profile, in order to differentiate the candidate experience and demonstrate the Asda values. Finally, the strengths approach was integrated into the graduate on-boarding and induction process to ensure that successful applicants could hit the ground running in their new roles.
“The candidate has the opportunity to talk about things that
are more business oriented during the assessment centre. It
has been a real positive experience as an observer – we are
able to make the most of people’s strengths and where they
fit in the business.”
– Hiring manager
Europe’s leading online photo service wanted to engage employees in delivering an innovative agenda by helping people at all levels to play to their strengths.
The goal was to strengthen people manager effectiveness and employee engagement at PhotoBox, helping to deliver a positive culture characterized by strengths-building, collaboration and a strong solutions-focus.
Around 50 managers participated in a series of management development workshops over a four month period. The objectives of the modules were to improve people management skills; develop high performing teams, and support personal development and strengths building.
To embed learning, peer coaching groups were set up, comprising a mix of delegates from different functions, who met on a regular basis.
Delegates were also required to work on a “personal business project”, an action-learning project designed to unlock ideas and strengths to improve leaders’ contribution to the company’s goals and vision. The program culminated in a friendly Dragon’s Den which provided an opportunity for managers to present their business ideas and to share learning.
“Adopting a strengths-based approach
has provided a lens to what we’re good at,
as individuals, as teams, as a business. It’s
helped us to recognize and promote PhotoBox
at our best.”
– Senior Manager
Following a large-scale period of business change and restructure in response to the economic downturn, Legal & General was faced with a number of challenges, including:
Strengthscope® supported and the Learning and Development function in the following ways:
“Legal & General has benefited from the introduction of
a strengths focused approach at a time when focusing on
what gives people energy is crucial. The approach challenges
assumptions that exceptional performers are well rounded,
and gives a fresh perspective on managing employee
performance. We are now starting to embed this philosophy
into our culture through the developmental journey, and
I am confident that we will create a perceptible shift in
the mindset of our leaders by continuing to work with the
Strengths Partnership in these key areas”
– Learning and Development Consultant