Most leadership development survives the engagement.
Almost none of it survives the quarter.

Who This Is For

Organizations making executive hires where the cost of getting it wrong isn't just the recruiter fee — it's the months of misalignment, the team disruption, and the cultural damage that follows. The leader who interviews brilliantly and leads poorly isn't a mystery in hindsight; the signals were there. They just weren't surfaced in time.

What It Is

Behavioral science brought into the selection process before the offer is made. Lion Leadership partners with organizations and their recruiters to build a clear picture of each candidate's strengths, working style, stress responses, and interpersonal tendencies — then compare that profile against the specific demands of the role and the dynamics of your existing leadership team.

No assessment disqualifies a candidate. What it does is sharpen the conversation — and sometimes reframe it entirely.

What The Data Actually Changes

We've seen data shift not just who gets hired, but what success looks like in the first year: a different onboarding plan, a restructured mandate, a clearer agreement about where this person will thrive and where they'll need support. From there, we use the same data to design a structured onboarding plan that gets the new hire contributing faster and integrating more effectively from day one.

Engagement Model

Available as a standalone engagement for a single executive search, or embedded within a broader talent and succession architecture. Typically runs in parallel with the final stages of your recruiting process.

Who This Is For

High-potential leaders are usually promoted for being excellent at the job they had — then asked to be excellent at a job no one trained them for. They're capable, they're driven, and they're navigating a level of complexity — in their relationships, their team dynamics, their own patterns under pressure — that no one has explicitly prepared them for. Left unsupported, that gap tends to show up at the worst possible moment.

What It Is

1:1 behavioral science coaching built around real work — not a generic curriculum. Personality and 360 assessments are embedded from the start, giving each leader a data-grounded picture of how they're wired and where the highest leverage for growth actually is.

For CPOs building a cohort-based hi-po program, coaching can be paired with peer learning, facilitated group sessions, and the ALA — the first psychometrically validated 360 built specifically for AI-era leadership development.

Cohort Option

Multiple hi-po leaders can be coached in parallel, with optional shared peer learning sessions and a common language built across the cohort. Scoped and priced separately.

Who This Is For

Organizations building leadership capability at scale — from a single high-stakes keynote to a multi-year cohort academy. The through-line across every format: it's built for application, not awareness.

Most keynotes are forgotten before the parking lot — not because the speaker was bad, but because the content had no edge. And most seminars only solve half the problem: your managers already know what they should do differently; the hard part is actually doing it. Every engagement here is designed to close that gap, with substantive content, structured exercises, and follow-through built in from the start.

Formats