Leadership benchmark
Is Your Leadership Bench
Truly Future-Ready?
Take this 5-minute Leadership Readiness Quiz to evaluate how prepared your senior leaders are to take on broader strategic and enterprise responsibilities.
Free quiz. No account needed.
Frequently asked questions
How do I know if my senior leaders are ready for enterprise leadership roles?
Signs of readiness include proactive strategy translation, upward visibility, cross-functional initiative leadership, and demonstrated change management — not just strong performance metrics.
What is the SLDP programme by People Business?
The Strategic Leadership Development Programme (SLDP), offered by People Business in association with IIM Bangalore, is a 7-month leadership development journey designed for senior leaders, functional heads, and business heads aspiring to take on larger strategic and enterprise leadership roles. The programme combines IIM Bangalore campus immersions, executive coaching, leadership assessments, business impact projects, and cross-industry learning to strengthen strategic thinking, enterprise leadership, and business acumen - nurturing the CXOs of tomorrow.
How can organisations build a stronger leadership bench?
Building bench strength requires structured succession planning, leadership behaviour assessment in promotion decisions, and development programmes that go beyond training — offering crucible experiences, coaching, and upward exposure.
What is the difference between leadership training and leadership development?
Leadership training delivers knowledge; leadership development builds capability through application. The SLDP model uses live business challenges, senior leadership interaction, and ongoing coaching rather than classroom instruction alone.
How long does it take to develop a leader into a senior leader?
With the right programme structure, leaders can develop senior leadership capabilities within 7–12 months. The SLDP is designed as a 7-month intensive journey combining IIM Bangalore faculty, CXO mentoring, and real business project work.
See all 13 assessment questions
- Strategic readiness: In the last 12 months, how many leaders have led cross-functional initiatives with clear business outcomes?
- Strategic readiness: When your business strategy shifts, how quickly do your leaders translate it into priorities for their teams?
- Strategic readiness: How often do your leaders present upward — to senior leadership or board-level stakeholders?
- Leading change: How confident are you that your leaders can lead teams through disruptive changes — digital, regulatory, or AI-driven — without significant productivity dips?
- Leading change: A major policy or product change is announced with a tight deadline. Who owns the change narrative with employees?
- Leading change: When a high-performing leader struggles during a major transition, what is the most common organisational response?
- Leading change: How prepared are your leaders to lead teams through AI-driven role changes in the next 12–18 months?
- Talent pipeline: For your critical roles — cluster head, regional head, function lead — how many ready-now successors come from your current leadership pool?
- Talent pipeline: In promotion decisions to senior roles, how much weight is given to demonstrated people and change leadership, versus performance metrics alone?
- Talent pipeline: When a high-potential leader leaves your organisation, what is the primary reason cited?
- Development approach: What best describes your current leadership development offering for leaders?
- Development approach: How often do your leaders receive coaching or mentoring on real leadership moments — tough conversations, strategic presentations, leading change?
- ROI & measurement: How do you currently measure the business impact of your leadership development investment?