The Catseye consulting model ensures that all stakeholders in the leadership development process are clear about why it is happening, the individual and business outcomes looking to be achieved, and the mutual levels of commitment to supporting the ensuing changes. 

Each stage delivers stand alone leadership development and business value
An approach designed to build enduring capability, not dependence
Supported by online processes where appropriate to optimise time inputs and reporting outputs
The approach is flexed to work with in-house capabilities so all stages may not be necessary

To understand the stages click through the boxes - each one will explain broadly what happens, the outputs, and the value it brings. If you prefer, click here for a downloadable pdf summary. For additional resources and examples check the 'common questions' section further down this page.

The 5 Stages

1 - Business Purpose, Outcomes, Commitment (POC)

2 - Individual Purpose, Outcomes, Commitment (POC)

3 - Alignment & Design

4 - Development Activities

5 - Momentum

Common Questions

  • What might a Business or Individual POC look like?

    In our experience these vary from project to project, but to give you a flavour you can view and download examples of both a Business POC and individual POC here.

    The illustrative POC’s here are based on a major oil & gas company looking to invest in developing their middle managers (approx. 50 individuals) to lead their teams more effectively. 
    The business POC was created through a Catseye facilitated focus group. The group members included the Operations Director, CFO and HR Director. 
    The individual POC was written by one of the middle managers identified as the target audience for future development activities. 

  • What is Readiness? How do we get started?

    We do our best work when we have a close partnership with our clients. By being on your side, and accepted as such, all our efforts and energies go into supporting the delivery of your outcomes.

    The first part of Readiness is all about getting the ‘fit’ right for us to be able to work together. Let us know what is important to you and we can let you know what is important to us.

    The second part is for both parties to get an increased understanding of your project. Both of us will be asking lots of questions and sharing ideas.

    Some of the things we’d like to find out can be found in our Scoping Checklist. We then summarise this in an outline document. Once approved, and terms and conditions are agreed, we can get cracking.

  • How can we go faster? We know what we want to do, so can’t we skip a few stages?

    We work with clients at all different stages in their thinking, sometimes directly alongside business leaders, sometimes in conjunction with in-house L&D / HR functions, and often a combination of the two. One thing we always bring to the table is a completely fresh, objective view of the situation, informed by our experience of working with many teams of leaders in all sorts of industry sectors. We like to help you zoom out to the 'why' before zooming into the detail of the 'how'. We recognise too that a lot of thinking and analysis may well have happened before you call us in and, when this is the case we might all be able to go a bit faster. Have a look at our list of Speed Factors that will help us agree where we can put our collective foot to the pedal!

  • What might go wrong along the way? What if priorities change? How we can guarantee our leaders really will be better?

    Like you, we have worked on many projects that, with the benefit of hindsight, could have gone so much better…. So we are committed to increasing our levels of foresight by predicting what might derail the project.

    Together we can carry out a Pre-mortem Analysis at every critical stage of your project, then mitigate and adapt accordingly.

    As a collateral benefit this is a skill your leaders will pick up from working with us, or maybe they’re consistently doing it already!