Introducing NewlandRockÂ
Experts in leadership and talent development
We partner with decision-making executives to increase the effectiveness and impact of the teams and businesses they lead.
Our approach is based on decades of expertise and experience in behavioural science, leadership effectiveness strategies and organisational performance.
We Typically Work With Three Types of Leaders
1. Leaders in transition:Â
We support decision-making executives at a pivotal point in their leadership, offering 1:1 assessment and coaching to enhance their effectiveness and impact through change, growth and complexity.
2. Leadership teams transitioning to their next level of impact:Â
We blend personal, professional, and organisational aspirations into interconnected, forward-focused, immersive, high-performing team interventions. We assess and coach teams to achieve their strategic goals, improve trust, gain alignment, and develop a more robust cascading culture.
3. Organisations that future-proof themselves with the right talent strategy:Â
The talent within your organisation is the heartbeat of bringing your strategy to life. Our evidence-based, systems thinking expertise harmonises organisational effectiveness by weaving desired culture, company values, and defined competencies into succession planning and build-or-buy talent strategies. This holistic, behavioural driven approach uncovers actionable insights that inspire sustainable growth, aligning your strategy with your people.
What We Offer
NewlandRock solutions are customised to each individual and organisation then linked to specific strategic challenges and goals.
What’s critical to each programme is ensuring we look at the full array of issues, prioritise what is most vital and consider the overall desired impact.
Maximising talent and leadership effectiveness is what will supercharge results.
Why Leaders Choose NewlandRock
Why your Leaders need our expertiseÂ
Gartner HR Priorities Survey 2025
 of HR leaders report that their leaders are overwhelmed with the expanding scope of their responsibilities
 of HR leaders agree that their leaders fail to enforce the desired vision of culture within their teams
of HR leaders agree their workforce planning efforts are limited to a one-year plan.
 of HR leaders say their leaders are not equipped to lead change
Our accredited and trademarked framework serves as an integrated roadmap, developed from decades of experience collaborating with senior leaders around the globe. We identified four key criteria that are essential for achieving overall leadership success.
The Four Levers of Leadership Impact ®
This roadmap is focused on achieving success through aligning leadership strategy with business strategy. It moves leaders and teams from being busy to being impactful. When you take deliberate actions across these four distinct levers, you overcome obstacles that prevent you from reaching your full potential.
Where leadership and talent strategy
meets organisational strategy and culture
5 steps to creating your ultimate succession strategy
Have you truly stress-tested your talent strategy?
As you map out your approach for the year ahead, a key question to consider is: Are you prioritising a "build" or "buy" approach to talent?
🔹 Build: Developing internal talent, equipping high-potential leaders with the skills and experiences they need to grow into key roles.
🔹 Buy: Bringing in external expertise to fill critical gaps and accelerate performance.
If you’re unsure which approach best serves your organisation’s long-term needs, our Framework for Succession Planning provides a structured way to evaluate your talent pipeline. Use its five key stages as a foundation for your next talent strategy meeting—ensuring your organisation is set up for sustainable success.
Download the framework now and future-proof your leadership pipeline
Not sure which option is right for you?
Let us help you clarify and define the right solution for you. Book a call with us today to discuss your requirements and goals.Â
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