SBT Leadership Shift™ · Our Signature Approach
When Organisations Come Under Pressure, One Solution Is Rarely Enough.
Because the issue is rarely one individual. It is the leadership system itself: decisions, governance and execution, which need to be stabilised quickly and in a coordinated way.
Three Shift pathways
An integrated approach
Following a Leadership System Diagnostic™, or for investor- and Board-led situations a Human Capital & Leadership Risk Review, we activate the Shift pathway suited to the mandate, under a single point of leadership.
Leadership Alignment & Effectiveness
Leadership System Diagnostic™
Entry point. Maps the leadership system before any programme starts.
Executive Assessment
An independent read on whether the person in the role, or being considered for it, fits what the mandate now requires.
Board & Strategic Alignment™
Aligns the Board and the executive on the mandate itself, before any judgment is made on the person against it.
Executive Coaching
Turns the diagnostic into a working plan the executive owns and runs.
The diagnostic frames the mandate, the assessment and the alignment work settle what the role actually requires, coaching makes the decision operational.
Outcome: a leadership decision secured, not deferred.Organisation & Performance
Leadership System Diagnostic™
Entry point. Maps the organisation and the leadership team against the plan.
Team Effectiveness & Talent Reveal
Surfaces who on the team can carry the plan, and where the gaps sit.
Leadership Group Programme
Builds one leadership group able to execute together, not a set of individual high performers.
Global Rewards & Performance Management
Aligns incentives and performance management with the plan, so execution does not stall on misaligned reward.
The diagnostic maps the organisation against the plan, Talent Reveal and the Leadership Group Programme build the team able to run it, Rewards & Performance Management keeps the system aligned once it is running.
Outcome: an organisation and a leadership team built for the plan, not working against it.Ownership & Transformation
Human Capital & Leadership Risk Review
Entry point. Prices leadership risk alongside financial and strategic due diligence.
Executive Assessment
An independent read on the leadership the deal or the governance situation depends on.
M&A & Leadership Continuity
Secures the people the deal's value depends on, through the transaction.
Board & Strategic Alignment™
Aligns the Board and leadership on the mandate before and after the transaction closes.
The review puts leadership risk on the table from day one, the assessment and continuity work protect the value through the transaction, Board alignment secures the mandate on the other side of it.
Outcome: leadership risk priced and managed like any other risk in the transaction.When to activate it
Seven situations
Sensitive moments when decisions affect three dimensions at once: strategic direction, the leadership team, and the exposure of leaders and governance. These are not HR issues. They are questions of governance, execution and leadership continuity.
What these situations have in common
This is not a talent issue. It is an alignment issue.
None of these situations is resolved by a stand-alone coaching programme, a single executive hire or a leadership offsite. Each reveals a misalignment within the leadership system.
In these moments, acting on a single lever creates the illusion of progress while leaving the underlying risk untouched.
- Between the leader and the realities of the mandate.
- Between the Executive Committee and the strategy.
- Between formal governance and how decisions are actually made.
- Between today's priorities and tomorrow's ambitions.
Early warning signs
The grey zone, before the crisis
Signals accumulate without being addressed. This is often when the Shift is activated.
Difficult meetings, deferred decisions
Sensitive issues are avoided. Critical decisions are pushed from one meeting to the next.
Surface alignment
Everyone agrees in the room, and decisions are challenged behind closed doors.
Leadership fatigue
Leaders become isolated, lose momentum and struggle to embody the project. The signs are visible, but rarely spoken about.
The four levers
Combined and sequenced within a single roadmap
The Shift does not follow a fixed pathway. Following the diagnosis, we orchestrate the combination of programmes with the greatest impact, under a single governance and delivery framework.
Leadership at the top
CEO and key leaders. Leadership posture, decision-making, alignment and effectiveness in sensitive situations, with targeted support where required.
Governance & decision-making
Executive Committee, Board and CEO, where appropriate. Decision-making principles, escalation mechanisms, accountability and operating cadence.
Collective performance & execution
At leadership team level. Removing obstacles, strengthening cooperation, increasing accountability and restoring momentum.
Human capital & continuity
Transitions, dependencies and critical roles. Succession planning, leadership continuity and the protection of critical positions, including targeted Executive Search where needed.
What leaders and Boards gain
A structured realignment, not a stand-alone intervention
Confidential discussion. No obligation.
- Clarity where things have become blurred.
- A leader who is less isolated and better supported.
- Clearer and more confident decisions.
- A leadership team that is realigned and working together again.
- Continuity that is anticipated, not imposed.