Case Study: Developing Leaders for What’s Next

Client
A multimillion-dollar global pharmaceutical company

Business Challenge
As innovation in science accelerated and global markets shifted, this company realized that deep technical expertise alone wouldn’t sustain success. What they needed were leaders who could influence across boundaries, navigate change, and lead with empathy and clarity.

As one HR leader reflected: “Our people are brilliant scientists and strategists, but many hadn’t been given the chance to grow as leaders of people and influence. That was the missing piece.”

Goals

• Strengthen the leadership pipeline to support future-ready leadership
• Build cross-functional influence and collaboration across global regions and functions
• Increase readiness for broader roles beyond technical expertise
• Expand access and visibility for leaders outside headquarters
• Create a consistent development experience aligned to internal leadership expectations

The Partnership
To strengthen its leadership pipeline, the company partnered with AscentPoint Leadership to launch two pilot programs – IMpower and LEAD – designed for early to mid-level leaders. The pilot paired a leadership development program with targeted leadership coaching to prepare emerging leaders for broader roles. The programs were built around real-world business impact and aligned to the company’s internal leadership expectations. Each experience included:

• 360° feedback and coaching to deepen self-awareness and influence
• Action-learning projects tied to live business priorities
• Peer cohort learning across global regions and functions

Quick Facts 

• Programs: IMpower (early career), LEAD (mid-level)
• Format: 360° feedback + coaching, action learning, global cohorts
• Focus: cross-functional influence, readiness, leadership presence
• Outcomes: confidence, mobility, retention, business impact

A Leader Who Sparked Momentum: Casey’s Story
When the pilot began, Casey, a seasoned operations manager, quickly saw the potential. Having watched talented employees plateau because they lacked exposure and influence experience, he knew this was different.

After two of his direct reports completed the LEAD program, Casey noticed a change: they were more confident, better communicators, and far more collaborative.

“This is the leadership shift we’ve needed,” Casey said. “AscentPoint Leadership is bringing out capabilities we’ve always known existed in our people.”

Casey became one of the program’s biggest advocates – presenting at leadership forums and urging leaders outside headquarters to nominate talent from across the organization. His energy helped expand the pilot into a global development platform.

Programs in Action
Both programs were intentionally immersive and immediately applicable:

• LEAD focused on strategic thinking and agility, resilience, and leadership presence in complex global environments.
• IMpower strengthened confidence, communication, and collaboration for more effective influence and impact.

Participants often described the experience as “transformative” and “eye-opening.”

“The AscentPoint Leadership experience helped our leaders think bigger, collaborate better, and lead with purpose,” said the company’s SVP of Human Resources.

Participant Spotlight – Elena: Remote Location, Real Impact
Elena, a project manager based far from headquarters, was nominated for LEAD after years of consistent performance. Initially hesitant, she soon found herself thriving in a global peer group.

Through the program, Elena:

• Gained confidence in engaging senior leaders
• Built a network across continents
• Led a workflow redesign that reduced lab cycle times

Today, Elena co-leads a global initiative — proving that access unlocks potential, no matter where leaders sit.

“I used to feel invisible,” she shared. “Now, my ideas carry weight — and I have the confidence to speak up.”

Selection and Visibility
HR and senior leaders approached selection intentionally. Participants were recommended through succession planning, focusing on those ready to grow at least two levels from their current role. These programs were not “fix-it” solutions. They were investments in readiness – and a visible signal of trust. Managers were expected to be active supporters, setting clear development goals and follow-up plans.

That clarity created excitement across the organization. Graduates shared lessons at team meetings and leadership forums, creating a ripple effect of growth and aspiration.

Lessons for HR Leaders
For organizations looking to replicate this success, AscentPoint Leadership’s advice is simple but strategic:

• Require written applications supported by managers to ensure commitment.
• Create a rotating selection committee that includes HR, program alumni, and leader champions.
• Set clear expectations with both managers and participants about applying learnings on the job.
• Position the programs as aligned with the organization’s future, not as a reward or consolation for performance ratings.

As one HR business partner noted: “When managers and participants see these programs as pathways to impact – not perks – the transformation is real.”

Measurable Impact

Individual Growth

• 92% increased confidence in leading through ambiguity
• 87% improved cross-functional influence
• 75% advanced to broader roles or promotions within 12 months

Organizational Results

• Process improvements and innovations delivered significant savings and revenue
• Strengthened leadership pipeline and faster readiness for next roles
• Alumni were significantly more likely to stay with the company

Return on Investment

• Accelerated leadership readiness and promotion timetables
• 95% of alumni mentor future participants
• A lasting culture of learning, coaching, and collaboration

Takeaways for Leaders

• Sponsor talent beyond headquarters. Leaders in remote sites often have the results—what they lack is visibility and access.
• Treat development as a business lever, not a perk. When programs are tied to real priorities, participants apply learning faster and leaders see impact sooner.
• Build influence by building networks. Cross-region cohorts create relationships that make collaboration and change easier.
• Reinforce the learning after the program ends. Set clear goals up front, then follow up on where participants will apply new skills on the job.
• Be the champion who creates momentum. Casey’s advocacy—nominating widely, sharing results, and promoting the program—helped scale a pilot into a global platform.

The Outcome

The success of the pilot led the company to fully embed AscentPoint Leadership’s programs into its global leadership strategy – expanding to new geographies and emerging talent pools.

Today, the company’s leaders combine scientific excellence with human-centered leadership – accelerating innovation that changes lives around the world.