Organisation design, senior selection and executive coaching for professional service firm


Our client is a global professional service firm in the built environment. A global strategy refresh required the creation of a new organisational structure at a regional level and new senior leadership roles (forming a new Executive).

The scope of our work included:

  • Consultation with the Board to identify key strategic activities
  • Input into shaping the organisational design
  • Creating terms of reference for the new roles
  • Designing and delivering a candidate selection experience (including capability framework)
  • Facilitating the Board in making selection decisions
  • Supporting leaders in transitioning to new roles (executive coaching)

Our work

During this two year programme of work we collaborated with the Firm’s Board and the People team in three phases of work: 

  • Firstly the organisation and role design which involved extensive consultation to agree how a matrix structure would work and how each of the two main leadership role types would differ from and interact with each other, to deliver the best outcomes for the firm 
  • Secondly the design and delivery of a selection experience over three separate time periods. This included:
    • Communications and briefing sessions 
    • Selection methodology 
    • Assessing c100 leaders in the course of 18 months 
    • Facilitating the appointment decision making process with the firm (including attending Board meetings) 
    • Debriefing candidates whether successful or not 
    • Collating and sharing organisational themes with the Firm’s leadership and People team 
  • Finally providing transition support (through executive coaching) to both successful and unsuccessful candidates as well as providing ongoing themes to the Firm’s People team. 


  • Robust role descriptions against which candidates could be assessed and selected 
  • 20 new appointees to strategic leadership roles 
  • Increase in the diversity of appointees 
  • A shift in culture to a more robust and inclusive process for senior selection