We want to identify and develop our top talent​


All businesses need an approach to Talent Management that suits their organisation and gets the very best from their people.  By building a high performance workplace, encouraging effective learning and maximising the diversity of talent available, good talent management adds value to the business brand and the organisation is seen as an employer of choice.

Eliesha has a clear understanding of the strategic challenges that face all businesses and services working to attract, retain and manage talent. We track the trends influencing the world of work, the structure of work and the way people work to inform our advice to companies as well as our designs and interventions. 

Our strength lies in how we use our expertise to work with organisations to tailor different approaches into a learning and development solution directly relevant to solving those critical talent management gaps in leadership, management or staff engagement and performance.  Solutions are designed to make a real impact and difference to organisational performance by enabling people to grow, perform and meet the challenges of change.  Our industry best practice partnerships with CMI and ILM, together with those of academia, e.g. University of South Wales, enable us to build innovative approaches with proven and applied practice. This supports our ability to offer our clients effective, quality solutions, in non-accredited, or accredited, professional development frameworks.           

Eliesha provides a range of ‘talent perspectives’, i.e. learning and development solutions that are aligned to our clients’ corporate strategy, get the right balance and mix between the use of inclusive and exclusive approaches, involve the right stakeholders in design, delivery and evaluation and engage line managers from an early stage. As well as using a common language understood by all involved in talent management initiatives, Eliesha designs and delivers a blend of formal and informal learning and development methods that link closely with and support other HR & OD policies and initiatives.  Our work with clients has included:

  • Top Talent Leadership and Management Development Programmes
  • Top Talent Assessment and Selection Centres
  • Talent Development Centres
  • Aspiring Leadership Programmes
  • Use of psychometrics, 360° degree feedback systems and coaching
  • Black & Minority Ethnic Talent Development Programmes
  • A range of management development programmes with a focus on engagement
  • Leaders & Managers: action learning
  • Leadership Challenges: bitesize

Within our Assessment and Development Centres our Chartered Occupational Psychologists use a combination of market leading exercises, psychometric tools and competence-based interviewing to ensure the best possible outcomes are achieved.  Our centres come in many shapes and sizes, depending on the candidate group and the selection criteria. Graduate assessment centres need to give candidates the opportunity to show potential as well as demonstrate what they have learned in their degree course. Apprentice assessment centres need to consider the age and experience level by giving candidates generic tasks to perform. When assessing managers and professionals, it is reasonable to expect candidates to have a range of experience so their assessments can be tougher and draw more on their experience.

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