Performance
Capability and Talent
See where leadership capability sits, and decide where the next dollar of development should go.
Why you'd want this
Most capability frameworks describe leadership in general, which helps nobody in particular. They measure generic competencies rather than the capabilities your strategy actually asks for, so the assessment produces a rating nobody knows what to do with, the framework goes stale within a year, and the succession conversation stays a matter of opinion.
We start from your strategy, not from a template. We unpack what it means for leadership capability, build the framework around that, then map your leadership population against strategic value, succession risk and current capability. What comes out is a picture you can act on and defend: where capability is strong, where it's thin, and where the next dollar of development belongs.
Everything we hand over is editable and licence-free, in formats your team already works in. There's no platform to keep paying for, and the framework moves as your strategy moves.
Where we support
- Capability and strategy mapping: We break your strategy into capability themes and leadership shifts, then map those to behaviours anyone could observe.
- Competency frameworks: We adapt rather than import, often starting from the New Zealand Government's Leadership Success Profile, then add role-relevant behavioural indicators.
- Talent mapping and heatmaps: Roles plotted against strategic value, succession risk and readiness, so depth and exposure are visible on one page.
- Calibration: Sessions with your people team, business leaders and cultural advisors, so insight is stress-tested through more than one lens before anyone acts on it.
- Assessment and development centres: Structured, inclusive, and built around the real trade-offs your leaders face, producing evidence and momentum at the same time.
How it will benefit you
- Visibility you can act on: You can see where leadership capability is strong, where it's growing, and where it's thin at every level.
- Fairer talent decisions: Structured rubrics tied to observable behaviour, assessor training that covers bias, and guided moderation so decisions get tested rather than assumed.
- Development spend that lands: Investment goes where the gap actually is, and you can show why.
- Succession you can evidence: Readiness is defined for each role before anyone is assessed, so the labels mean the same thing in every conversation.
- A system you own: Editable, licence-free tools with no platform dependency, and a framework your team can update without calling us.
Who to talk to at Five
Make delivery inevitable.
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