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Your next CXOs are already in the building. Our leadership programmes take senior and rising leaders through the step-up into enterprise roles, in cohorts built around your strategy rather than a catalogue. Unlike open leadership development programmes, each one runs for a single organisation. Every programme starts with an assessment baseline, runs on live business challenges and ends with a sponsor’s view of readiness. They are part of our wider leadership development consulting, delivered across India and the UAE.
Leaders are promoted on past performance, then given no structured support for an enterprise role. The skills that earned the promotion are rarely the ones the new role needs.
Enterprise roles demand judgement, influence and breadth that functional expertise does not build on its own. The gap shows only once the leader is in the seat.
Broad programmes do not speed up a specific, high-stakes transition. Acceleration needs a baseline, a target role and real business work.
Four corporate leadership programmes, each run as a cohort for one organisation and each aimed at a different step in a leader’s career.
For leaders identified for larger roles who need to be ready sooner than experience alone would allow. Each leader starts from an assessment baseline, works through structured modules and a live enterprise challenge, and is coached alongside the cohort, with sponsor reviews at set points. Built on our Leadership Inflexion framework.
For: leaders being readied for an enterprise role · Length: 12 to 18 months
For senior leaders who have mastered their current role and now need to lead at the next curve: broader scope, less certainty, more stakeholders. A leadership journey, not a course, working on enterprise judgement, influence without authority and decisions under ambiguity, with the leader’s own business as the case.
For: established senior leaders
For leaders whose capability is not yet matched by how they are seen at board and CXO level. Executive presence is the composure, clarity and judgement that make others trust a leader’s call. The programme builds it through observed practice, stakeholder feedback and coaching, with leadership maturity as the foundation rather than polish.
For: senior leaders moving into board and CXO forums
For leadership teams facing change where the answer is not yet known. Adaptive leadership is the ability to lead through problems that need people to change how they work, not just what they do. Leaders learn to diagnose the real challenge, hold the team through uncertainty and adjust course without losing direction.
For: leadership teams in transformation
Each programme follows the same five stages, so progress can be measured rather than assumed.
Leaders are selected with the sponsor and assessed with the CXO Compass, our leadership assessment for senior leaders.
Structured modules taken together, so leaders build a peer network as well as capability.
Each leader applies the learning to a real business problem, so capability transfers to the role.
One-to-one executive coaching keeps development tied to each leader’s role.
Sponsors review progress at set points and confirm readiness for the larger role.
Rising leaders the organisation wants ready for enterprise responsibility within the next two to three years.
Leaders in their first enterprise role, who need to settle into the scope quickly.
Leaders being prepared to take over positions the business cannot afford to leave uncovered, as part of your succession planning.
Successors in promoter-led and family businesses preparing to lead alongside, and then after, the founders. In the Gulf, see our family business advisory in the UAE.
For CHROs: we help you select each cohort against the roles you will need to fill, so a senior leadership programme becomes part of your succession planning rather than a reward.
A training calendar fills seats. A leadership pipeline fills critical roles. Our programmes are designed backwards from the roles your organisation will need to fill in the next two to five years, so each cohort is selected, assessed and developed against those roles. The result your board sees is bench strength: more than one credible successor for each critical position.
Designed for the move from functional excellence to enterprise leadership, not borrowed from generic development.
Every leader starts from an objective baseline, so the programme targets real gaps.
The same judgement we apply in executive search and leadership and talent advisory shapes who is selected and what they work on.
A year-long, certified programme for two cohorts, from executives to directors, built on the company’s own values and competencies. Three phases of three days, a live cross-functional project between phases, a 360-degree assessment in each phase on 66 observable behaviours, and certification by a panel on each participant’s project results.
Two phases of capability building for more than 120 HR professionals at a global customer experience company, combining classroom and digital learning, assessment centres and 360-degree feedback. Participants rated the programmes 4.4 out of 5.
A 14-month journey for 15 leaders two levels below the CEO: an assessment baseline, one-to-one coaching, cohort sessions in marketing, finance and AI, and sponsor reviews. Six of the twelve internal candidates were promoted, twice the client’s target.
Tell us which roles you need to fill and who you are preparing for them. We will suggest the right programme and how to run it for your organisation.
We run leadership programmes for organisations across India and the UAE, in person and virtually.
Leadership training teaches skills in a classroom. Our leadership programmes are cohort journeys over several months, built around an organisation’s strategy, starting from an individual assessment and ending with a readiness review by sponsors. Leaders work on live business challenges, with coaching alongside.
Leaders identified for larger roles, newly promoted senior leaders, successors for critical roles and next-generation leaders in family businesses. Organisations usually nominate participants, and we assess each one before the programme starts.
A programme that prepares leaders for a larger role faster than experience alone would. Ours combines an assessment baseline, cohort modules, a live enterprise challenge, one-to-one coaching and sponsor reviews of readiness.
How a leader’s composure, clarity and judgement come across to boards, peers and teams. Our executive presence training builds it through observed practice, structured stakeholder feedback and coaching, rather than presentation tips.
Leading through problems that have no ready answer and need people to change how they work. Adaptive leaders diagnose the real challenge, keep the team steady through uncertainty and adjust course without losing direction.
Our client journeys so far have run from one year to eighteen months. The Leadership Acceleration Programme runs for 12 to 18 months, and the length of every programme is agreed with the sponsor around the roles the cohort is preparing for.
Yes. Every programme runs as a corporate leadership programme for one organisation’s cohort only, with modules and enterprise challenges built around its strategy. We do not run open, multi-company cohorts.
Through 360-degree assessments during the programme, sponsor reviews of readiness, the results of each leader’s live project and, over time, how many critical roles are filled from inside.
Yes. We run leadership programmes for organisations across India and the Gulf, in person and virtually.
Planet Ganges is a prominent player in Business Transformation, delivering tailored interventions in Organisational Culture, Climate, and Leadership Capability.