The programme begins with the Korn Ferry Leadership Solution (KFLS), a proprietary psychometric assessment based on the KF4D Framework. Participants gain an integrated view of their drivers, traits, and competencies, identifying their strengths and growth areas as strategic talent leaders.

A facilitated debrief helps participants interpret their results and translate insights into development priorities. This foundation of self-awareness sets the direction for how they approach talent strategy and stakeholder influence throughout the programme.

The five in-person modules develop the strategic, analytical, and leadership capabilities required to manage talent end-to-end, from identifying potential to ensuring succession readiness. Each module blends Korn Ferry’s proprietary frameworks, global case studies, and real-world application through the CECE Learning Design Framework, which balances content, examples, context, and engagement.

Effective talent management begins with understanding how workforce capabilities enable business performance. In this two-day course, participants learn to design integrated talent strategies that align with organisational objectives. Using real-world case studies, you will explore how leading organisations link talent decisions to growth priorities and build agility into their workforce planning.

Cohort 1 Date(s): 11 & 12 Mar
Cohort 2 Date(s): 15 & 16 Jul

A strong leadership pipeline depends on early and objective identification of potential. This two-day course equips participants with practical frameworks to recognise high-potential talent using Korn Ferry’s assessment and competency models. You will learn how to design targeted development pathways and apply consistent criteria for selecting and growing future leaders.

Cohort 1 Date(s): 8 & 9 Apr
Cohort 2 Date(s): 19 & 20 Aug

Retention requires more than competitive pay; it demands an understanding of what keeps people engaged and committed. In this one-day course, participants explore Korn Ferry’s Total Rewards Framework and analyse case studies on how organisations across sectors use financial and non-financial levers to sustain motivation, engagement, and loyalty. The session enables you to design retention strategies that address both organisational and individual needs.

Cohort 1 Date(s): 6 May
Cohort 2 Date(s): 15 Sep

Succession planning safeguards business continuity by ensuring leadership readiness for critical roles. Over two days, participants learn to build structured succession frameworks, identify pivotal positions, and assess bench strength objectively. Through practical exercises, you will develop future-focused succession plans that strengthen organisational resilience.

Cohort 1 Date(s): 3 & 4 Jun
Cohort 2 Date(s): 20 & 21 Oct

Data-driven insights elevate HR from operational support to strategic partnership. In this two-day course, participants learn to clean, interpret, and present talent data effectively, using both traditional and AI-supported analytics. They practise transforming data into narratives and dashboards that inform decisions on workforce risks, capability gaps, and strategic opportunities.

Cohort 1 Date(s): 1 & 2 Jul
Cohort 2 Date(s): 18 & 19 Nov

Each participant is paired with a coach — an experienced HR and business leader — who helps connect classroom insights to real organisational challenges. Through three virtual sessions spaced across the programme, participants receive focused guidance on applying new frameworks, testing strategies, and addressing complex talent issues in their own context.

These one-on-one sessions create space for reflection and practical problem-solving. Participants learn to navigate succession discussions, engage senior leaders on talent priorities, and use data to inform decisions with greater confidence. By the end of the programme, you will be equipped not only with frameworks, but with the capability to drive talent outcomes that advance both workforce readiness and business performance.