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A focused pilot to identify leadership strengths, build individual development priorities, and support selected leaders through targeted coaching and practical insight.
Leadership quality in a dispersed, client-facing environment like CompleteRx's directly affects service consistency, client confidence, and the ability to retain strong pharmacy managers across sites. Without a clearer view of where each leader is strong and where they need support, the development gap widens as the business grows - and existing resources like Covey content continue to go underused. This proposal outlines a focused leadership development pilot for a selected cohort of 8-15 leaders across your pharmacy management operations.
Peopletree Group will help CompleteRx move from broad learning access toward targeted development action. Using TalentPrint Plus assessments, a lightweight people dashboard, and selective executive coaching, your leaders will have a clear view of their strengths, development priorities, and the support they need to perform consistently across dispersed locations.
The pilot is designed to be lean, HR-friendly, and easy to approve. It creates a repeatable model that can scale if the first cohort proves useful - without requiring a large internal investment upfront. If the pilot creates value, the expansion path is clear: a second cohort, targeted executive coaching, and a periodic leadership development review - all built on the same model.
CompleteRx operates across multiple hospital sites with leaders who manage dispersed teams, client relationships, and pharmacy performance simultaneously. The development challenge is not a lack of available content - it is that development is not sufficiently targeted, measured, or linked to each leader's role.
Leaders across sites have strong technical pharmacy knowledge but uneven capability in areas like managing performance, building trust with clients, and coaching their teams.
Resources like Covey content are available but adoption is low. The business is not seeing enough visible development impact from the investment already made.
Regional managers and pharmacy leaders are responsible for multiple locations. Influencing across sites and maintaining consistency requires specific leadership capability.
Leaders need support in handling performance conversations, managing stakeholder expectations, and coaching pharmacy managers or team leads effectively.
There is no clear view of where each leader is strong, where they need support, or how to prioritise development investment across the cohort.
HR needs a simple, usable view of leadership development priorities - without adding internal complexity or requiring a large programme to manage.
TalentPrint Plus is a behavioural assessment built on the Talent Genome framework - a research-based competency model covering 60 competencies across 18 characteristics. It gives CompleteRx a clear, practical view of how each leader shows up in their role, where they are strong, and where they need support.
Understand how each leader naturally approaches their role, their key behavioural strengths, and how those strengths show up in a customer-facing, multi-site environment.
Identify where leaders may struggle under pressure, where blind spots exist, and which development areas will have the greatest impact on their performance and team outcomes.
Assess each leader's fit for their current role, their potential for broader responsibility, and their readiness to take on more complex leadership challenges across the organisation.
Evaluate how leaders build trust, manage relationships with hospital clients and internal stakeholders, and influence outcomes across dispersed teams and locations.
Generate clear, practical coaching recommendations for each leader - linked directly to their assessment results and role context, not generic development content.
Each participant receives a personal TalentPrint Plus report with a development summary, priority actions, and recommended use of existing learning resources like Covey content.
The pilot is structured as a lean, HR-led engagement. Each phase builds on the last, moving from discovery through TalentPrint Plus assessment, insight, coaching, and a practical development roadmap that HR can use immediately.
A short, structured working session with the HR lead and one operational sponsor to define the pilot scope, select participants, and agree on what good leadership looks like in the CompleteRx context. This is not a focus group - it is a practical design session with the right people in the room.
Participants: Nikki Deroche (HR lead), Rick Burnett or nominated operational sponsor, Michael Friedman, and the Peopletree project lead. Together, the group will confirm the business problem, identify priority leadership roles, agree the first cohort, and define success measures for the pilot.
Each participant in the selected cohort completes the TalentPrint Plus assessment. The assessment uses a forced-ranking methodology across 60 competencies and 18 characteristics, providing a nuanced and practical view of each leader's behavioural profile.
The assessment is designed for working leaders - it takes approximately 45-60 minutes to complete and requires no prior preparation. Results are available within 48 hours of completion.
A simple, practical dashboard view of the pilot cohort - designed for HR and leadership use, not a complex analytics build. The dashboard gives CompleteRx a clear view of who needs what support, where common development themes exist, and where coaching or targeted learning will have the greatest impact.
The dashboard is positioned as a leadership insight tool, not a performance management system. It is designed to be immediately useful to the HR lead and the operational sponsor without requiring technical expertise to interpret.
Not every participant needs coaching. Coaching is recommended selectively, for leaders where the TalentPrint Plus results indicate that one-on-one support will add the most value. This keeps the coaching investment focused and commercially sensible for a smaller organisation.
Michael Friedman, Peopletree Group's North America delivery partner, will lead the coaching and assessment debrief for selected leaders. Each coaching engagement is linked directly to the individual's TalentPrint Plus results - making it specific, practical, and relevant to their actual role context.
The pilot concludes with a practical roadmap that HR can use immediately. This is not a large strategic report - it is a clear, actionable set of next steps that connects the assessment results, coaching outcomes, and existing learning resources into a coherent development plan for the cohort.
Existing resources like Covey content remain useful - but they are now connected to each leader's actual development needs, rather than being available as broad self-directed access. The roadmap also includes a recommendation on whether to expand to a second cohort.
The pilot is designed to be manageable for a lean HR function. It does not require a large internal team, complex technology integration, or a significant time commitment from participants beyond the assessment itself.
8-10 weeks from kick-off to final roadmap delivery. The timeline is structured to allow assessment completion, dashboard build, and coaching to run in parallel where possible.
8-15 leaders. The recommended cohort includes regional managers, key pharmacy operations leaders, high-potential pharmacy managers, and customer-facing leaders with multi-site responsibility.
HR-led, with light operational input from the COO or nominated operational sponsor. The pilot does not require a large steering committee or complex governance structure.
TalentPrint Plus assessments for the selected cohort, combined with the cohort insight dashboard and coaching recommendations. This is the recommended starting point for the engagement.
If the first cohort proves useful, the model can scale to a second cohort, targeted executive coaching, and a periodic leadership development review - without requiring a new programme design.
Covey content and other existing learning resources remain in place. The pilot connects those resources to individual development needs - making them more targeted and more likely to be used.
Michael brings over 30 years of experience in talent analytics, leadership development, organisational design, executive assessment, and C-suite succession. He is a former Fortune 500 executive and adjunct faculty at Rice University, with deep expertise in working with senior leaders, regional managers, and customer-facing leadership teams.
As Peopletree Group's North America delivery partner, Michael will lead the discovery session, support the assessment debrief process, and provide executive coaching for selected leaders in the CompleteRx pilot. His Houston base and healthcare sector experience make him well-suited to this engagement.
Managing Partner and Director of Business Operations. Brett has helped clients in over 30 countries optimise their human capital and achieve business goals, with deep expertise in leadership and talent strategy.
Co-Founder and Director of Innovation & Research. Over 30 years of consulting experience across multiple industries, with a focus on practical, data-driven talent solutions.
With a background in Industrial Engineering, John's passion for delivering innovative and effective solutions has helped organisations across healthcare, finance, and manufacturing achieve their business goals.
Jemima's background in recruitment and marketing has been invaluable since joining Peopletree Group in 2019. She works closely with the executive team to create structures and processes that enable more efficient delivery as the business grows and scales.
The pilot is structured to move quickly from kick-off to insight. Each phase has a clear output, and the timeline is designed to minimise disruption to participants while delivering practical results within a defined window.
The commercial structure is designed to be easy to approve for a smaller organisation. The entry point is a focused pilot - keeping the initial investment proportionate to the size of the cohort and the scope of the engagement.
Annual TalentPrint Plus platform access, HR analytics dashboard, TAILA AI coaching assistant, individual assessment reports, cohort insight dashboard, development roadmap, and all professional support listed above.
The pilot is structured to be easy to approve. If the cohort size changes, the technology fee is fixed for up to 15 participants. Professional fees are fixed and do not vary with participant count within the agreed scope.
If the pilot proves useful, the model can scale to a second cohort or a broader leadership development programme. Technology fees for Year 2 reduce materially, reflecting the shift from implementation to ongoing enablement.
By the end of the pilot, CompleteRx will have a clear, practical view of its leadership cohort - and a repeatable model for future development cycles.
More consistent client service. Leaders with a clearer view of their own strengths and gaps are better equipped to manage client relationships at the site level - reducing the risk of service inconsistency that puts hospital contracts at risk.
Stronger team performance across sites. Leaders who receive targeted development support are more effective at coaching their pharmacy managers - improving team retention and day-to-day operational performance.
Individual development priorities for each leader, linked directly to their TalentPrint Plus results and role context
A simple people dashboard for HR and leadership to track development priorities and coaching needs across the cohort
A practical view of common leadership themes across the cohort - and where patterns exist across sites
Existing learning resources like Covey content connected to individual development needs - making them more targeted and more likely to be used
A 90-day follow-up rhythm that keeps development active without requiring a large internal programme
A repeatable model for future leadership development cohorts - scalable only if the first pilot creates value
The pilot can begin within two weeks of agreement. The entry point is a short kick-off call with the HR lead and Michael Friedman to confirm the cohort and agree the timeline.
The following supplementary pages provide additional context for internal stakeholders who need more detail on the business case, technical requirements, or expanded service options.
What comes next after the pilot - expanded coaching, second cohort design, broader leadership development options, and how the model scales over time.
View Appendix →A structured justification for internal approval - covering the cost of building in-house capability, evaluation criteria, and a summary comparison against the pilot investment.
View Business Case →Platform infrastructure, data security, authentication, compliance, and AI governance - for IT, security, or compliance stakeholders who need technical assurance.
View Technical Overview →