Leverage challenges & opportunities to empower your team to lead, solve problems, & achieve meaningful results.
Organizations that build future leaders & internal transformation capabilities won’t just survive the next 3–5 years; they’ll lead.
George Henderson
Over 40 transformations, $2.7B in value at 11:1 ROI
Trained over 2,000 consultants in 25 countries for Deloitte
Managing Director, Tulane Consulting EDGE Program
Former National Coach, U.S. Women's Rugby Team
Transforming Organizations Starts With Effective People
Most leadership pipelines aren’t ready for the next
3–5 years.
Is yours?
Today's organizations don’t just need advice. They need people who can think, solve, communicate, and lead.
Most multi-level leadership pipelines are not equipped.
The organizations that build internal capability won’t just survive the next 3–5 years; they’ll lead.
1. Leadership & Talent Gaps
Generational shifts, hybrid work, and rising complexity are leaving many managers unprepared—weakening leadership pipelines and slowing performance.
Source: Deloitte Human Capital Trends.
2. Technology Adoption Without Human Capability
Companies invest heavily in digital tools and AI—but struggle to convert that investment into real business value because teams lack strategic thinking and change management skills.
Source: McKinsey “Radical Reinvention” Insights.
3. Burnout, Fatigue & Cultural Erosion
Back-to-back transformations, reorgs, and hybrid work have created burnout and disengagement, especially among middle managers.
Source: HR Executive “Transformation Fatigue.”
4. Rising Complexity & Execution Breakdown
Too many initiatives, too little clarity, and not enough disciplined execution slow organizations down.
Source: KPMG “Enterprise of the Future.”
5. Constant Pressure to Reinvent
Markets, competitors, and customer expectations shift rapidly. What worked yesterday may not work tomorrow.
Source: IMD “Future of Work.”
Instead of outsourcing the problem
Develop your people - and yourself
Research shows that organizations with strong internal consulting capabilities save 35–50% on transformation costs, accelerate time-to-value, and retain learning in-house.
They also attract and retain top talent inspired to grow, contribute, and lead.
Relevance requires a pipeline of people who can navigate complexity, drive innovation, and execute with clarity.
Build People
Build core capabilities in critical thinking, communication, problem solving, and professional effectiveness—the essential skills every employee needs to contribute at a higher level.
Build Leaders
Equip emerging and current leaders with the strategic thinking, influence, decision-making, and coaching skills required to lead teams and drive change.
BuildTeams
Strengthen team cohesion and execution by teaching cross-functional groups how to diagnose problems, collaborate effectively, and deliver measurable outcomes together.
Build Internal Consultants
Build a bench of internal consultants who can analyze, design, and implement solutions, reducing dependency on external firms and accelerating time-to-value.
Customize a Higher Purpose Performance Academy
Experiential Learning curricula are based on consulting success in Sports, Fortune 500 companies, Defense, the creation of Learning & Development Academies for Deloitte, and top-tier business school academic programs, as well as accepted methodologies such as Lean Six Sigma and the Balanced Scorecard.
We customize a structured, experiential methodology unique to your requirements.
Your Academy becomes the engine that grows your people at all levels, which strengthens your culture, and prepares you for the next 3–5 years.
Define
Clarify the real challenge by cultivating strategic thinking, critical analysis, and persuasive communication. We identify the root issue to ensure every solution is grounded in purpose and measurable outcomes.
Analyze
Develop a data-driven hypothesis and business case using relevant measures, insights, and leading indicators. This ensures decisions are built on evidence—not assumptions.
Design
Refine and pressure-test the hypothesis through activity analysis, scenario planning, and stakeholder alignment. The outcome is a practical, scalable, strategically aligned solution blueprint.
Build
Construct, implement, and anchor the solution by developing new capabilities, enabling teams, and embedding processes required for sustained performance. This is where strategy becomes execution.
Lead & Govern
Establish a culture of continuous improvement through experiential learning, coaching, and governance mechanisms that reinforce accountability, adaptability, and long-term success.
Leaders Really Only Have Three Choices:
1) Build Internally
2) Buy Externally
3) Wait and See
Do you have a tough business challenge to launch your academy?
Pros & Cons
Build - Academy Approach
-
Long-term, customized, scalable solution
-
Saves 35–50% in transformation costs
-
Attracts, develops, and retains top talent
-
Builds internal consultants who solve problems and accelerate execution
-
But,
⚠ Requires vision, sponsorship, and commitment
Buy - Outsourced Approach
-
Flexible, project-based, helpful for time-bound needs
-
But,
⚠ Higher cost, slower time-to-value
⚠ Learning is not retained — capability leaves
⚠ Creates long-term dependency
⚠ Less control, limited cultural alignment
Wait
⚠ Incremental improvements only
⚠ Competitors gain a head start
⚠ Sends a negative signal to high performers
⚠ Increases execution risk during volatility
⚠ Safe in the short run; costly and risky in the long run