# Level of Partnership: L&D – Professional Development and Consulting > L&D consulting case study: a long-term succession planning partnership for a BPO division, with pre-assessments, training, coaching and post-assessments. - Source: https://bodhih.com/ld-professional-development-and-consulting/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- An American global insurance brokerage and risk management services company with headquarter in Chicago, US. Established in 1924, currently has over 30000+ employees and a revenue of over $ 6 billion. Its India operations had over 6000 employees and we have a partnership that goes back over 18 years. ## At a glance - **Duration:** Tailored to your goals - **Who it’s for:** Organisations planning learning programs for their teams - **Format:** In person · Live virtual · Blended - **Where:** India & 7 regions worldwide - **Track record:** Since 2008 · 2,000+ companies L&D consulting helps organisations build capability programs that run year after year instead of one-off events. It defines competencies, assesses people, designs development journeys combining training, coaching and assessments, and sets up measurement. In this Bodhih case, a BPO division's 12-month succession program used pre-assessments, training, one-to-one coaching and post-assessments in Bangalore and Pune. - Delivered in person at your location or as live virtual sessions - Designed with the ADDIE model and evaluated for behaviour change - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Where and how:** L&D consulting training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ### **Nature of Partnership:** Professional Training and L&D Partner for over 18 years ### **Industry:** Business Process Outsourcing Division With its continuous growth plan in place, the company wants to set its [succession planning](https://bodhih.com/succession-planning-training/) as a routine. This includes identified potential future leaders, grooming them over a period of 12 months, and preparing them before the individual is promoted for higher responsibilities. ### Impact Created: The intervention includes pre-assessments, training, 1-2-1 coaching, and post-training assessments to develop the potential candidates to take up leadership roles. We customized a list of competencies that would be the best fit for this project. It includes [Decision Making](https://bodhih.com/leadership-skills-training/problem-solving-and-decision-making/), People Management, [Negotiation Skills](https://bodhih.com/communications-skills-training/), Planning and [Delegation](https://bodhih.com/effective-delegation-techniques/), Process and Customer Focus, Proactiveness, Innovation, etc. The intervention happened over several months and was repeated several years to become a way to approach succession planning in the organization. The solution was offered in Bangalore and Pune location and the client – The company continues to partner with us in their progression over the years. ## What participants will be able to do ### A shared competency language Define the competencies that matter for each level so managers and HR assess people the same way. ### A clear view of potential Use pre-assessments and [360° feedback](https://bodhih.com/360-degree-feedback/) to identify who is ready for bigger roles and what they need. ### Development that is structured Combine training, one-to-one coaching and on-the-job assignments into a planned journey. ### Evidence of progress Compare pre and post assessments so promotion decisions rest on more than opinion. ### A repeatable process Turn a successful pilot into an annual cycle your HR team can run and improve. ### Stronger internal L&D Build your team's own capability in needs analysis, design and evaluation. ## Who should attend - CHROs and HR heads formalising succession planning - L&D leaders designing multi-year capability programs - Business unit heads in BPO, GCC and services operations - Talent management teams running [high-potential](https://bodhih.com/high-potential-leadership-program/) programs - Organisations scaling fast and needing a leadership bench ## Recommended program outline Recommended design, customised to your context after a short needs analysis. ### **Diagnostic and competency framework**Module 1 · 2–4 weeks - Interviews with leaders on future role demands - Customised competency list for each target level - Behavioural indicators managers can observe - Alignment of competencies with existing HR processes ### **Assessment and identification**Module 2 · 2–3 weeks - Pre-assessments on AssessAll mapped to the competencies - 360° feedback where appropriate - Individual development reports and cohort heat maps - Calibration with HR so identification is consistent and fair ### **Development journey design**Module 3 · 2–3 weeks - Workshops on topics such as [decision making](https://bodhih.com/problem-solving-and-decision-making/), people management and delegation - One-to-one coaching plans for each participant - Stretch assignments agreed with managers - Individual development plans agreed with each participant ### **Delivery over the program cycle**Module 4 · 6–12 months - Workshops spaced across the cycle - Coaching sessions and progress check-ins - Manager involvement at key milestones - Mid-program reviews to adjust the plan where needed ### **Evaluation and institutionalisation**Module 5 · Final 1–2 months - Post-assessments compared with baseline - Readiness review with HR and business heads - Process documentation to repeat the cycle yearly - Recommendations for the next cohort and program refinements ## When to choose this ✓**You need a leadership pipeline, not just a leadership workshop**✓**Promotion decisions feel subjective and you want better evidence**✓**You plan to run the same development cycle every year**✓**Your internal L&D team needs a partner for design and measurement** ## Frequently asked questions ### What does an L&D consultant do? An L&D consultant helps an organisation link learning to business goals. That includes diagnosing capability gaps, defining competencies, designing programs, choosing delivery formats, and setting up ways to measure results. Bodhih's consultants use the ADDIE model and stay involved through delivery and evaluation rather than handing over a report and leaving. ### How does training support succession planning? Succession planning identifies future leaders and prepares them before they are promoted. Training builds the skills the next role needs, coaching personalises that growth, and assessments show readiness. Bodhih typically combines pre-assessment, workshops, one-to-one coaching and post-assessment over several months, so the organisation has evidence when making promotion decisions. ### How long does a leadership development program take? A structured leadership or succession program usually runs over 6 to 12 months. That gives participants time to learn, apply skills in their roles, receive coaching and show progress. Bodhih recommends the duration after the diagnostic stage, based on the size of the cohort and how soon the roles need to be filled. ### What competencies are used in a succession planning program? Competencies are customised to the organisation. Common ones include decision making, people management, negotiation, planning and delegation, process and customer focus, proactiveness and innovation. Bodhih defines behavioural indicators for each so managers and assessors can judge readiness consistently. The list is agreed with leadership during the diagnostic stage. ### How do you measure the ROI of L&D consulting? Start by agreeing what success looks like before the program begins, such as readiness scores, internal promotion rates or role performance. Bodhih then measures pre and post assessments, gathers manager feedback and tracks agreed business indicators. The evidence builds across cycles, which is why long-term partnerships give clearer answers than single programs.