Executive Career Mapping Sprint
Executives and senior leadership
“Where do I create the most value, and how do I move beyond my title?”
For organisations
Develop and retain the talent you already have.
I help organisations develop and retain talent by connecting people's capabilities, career direction and potential with the needs of the business.
01The challenge
Talent you already have, not yet fully used.
- High performers leave because they cannot see their next move internally.
- Managers are expected to develop people but have never been shown how to hold a career conversation.
- Succession plans list names without evidence of readiness.
- Graduate and intern programmes end without a clear view of who to keep and where they fit.
55% of organisations are prioritising internal mobility. Only 24% have a structured programme to deliver it. LinkedIn Workplace Learning Report, 2025
02Programmes
Six programmes, one method.
Each is scoped to your people and delivered as a sprint, half-day or full-day session, in person or online.
Career Conversations for Managers Flagship
Line, middle and regional managers
“How do I hold a career conversation that develops people and keeps them?”
High-Potential and Succession Mapping
HR and executive committees
“Who is ready for what's next, and where are the gaps?”
Women's Career Alignment
Women's leadership cohorts
“How do I navigate visibility, advancement and leadership on my own terms?”
Graduate and Intern Talent Identification
Graduate and intern pipelines
“Which of our interns should we keep, and where do they fit?”
Intern Career Launch
Development organisations and NGOs
“How do we send our interns into the job market ready to contribute?”
03Instruments
What your people work with.
Career Mapping Matrix
Five boxes connecting each person's strengths, scope and ambitions with what the organisation needs now.
Retention Radar
Flags people whose ambitions no longer overlap with the organisation's needs, so HR can act before they leave.
48-Hour Action Contract
Every participant commits to one specific action within 48 hours of the session.
Strategic Impact Brief
A confidential report to HR after delivery: outcomes, participant feedback, retention flags and recommended next steps.
Case study
28
executives. One Career Mapping sprint.
The challenge
A global engineering company wanted its executive team to see how their strengths and ambitions connected with where the business needed them next.
The intervention
A focused Executive Career Mapping Sprint using the Career Mapping Matrix, with no technology in the room.
The outcome
Every executive left with a mapped pathway and a 48-hour action commitment. HR received a Strategic Impact Brief with retention flags and follow-on programme recommendations.
04How an engagement works
From first call to follow-through.
- Discovery call20 minutes on your people, your priorities and your timing.
- Scoped proposalProgramme, format, group size and outcomes, agreed in writing.
- DeliveryA facilitated session built on Career Mapping Strategy™.
- Strategic Impact BriefWhat the programme revealed, and what to do about it.
Planning next year's talent and training calendar?
Let's scope a programme for your people before budgets are finalised.