Driving Results in 2026
senior partners through two successive cohort programs at one Am Law firm
leaders in a 12-month leadership lab at a PE-owned healthcare operator
professional service firms spanning law, private equity, and family-office investing
compound annual increase in office profitability over two years under a managing partner we coached
How we drive results
Bench Strength analysis — a map of the leadership pipeline for the roles that matter most: who is coming through, who is ready for the next passage, and where the bench runs dry.
Leadership potential assessments — multi-faceted leadership potential assessments: their strengths, the risks that could derail them, and the conditions under which they succeed.
Coaching — confidential 360 feedback and advice to help proven experts become better leaders, and to help them embrace fundamentally new, leadership mindsets.
Cohort programs — a group of leaders at the same transition point, inside one organization, solving a corporate problem — combining individual coaching, confidential 360s, action-learning teams, and case discussion.
Executive search — when the answer is a hire: an August Leadership engagement, through August's global network. Bench Strength does not conduct searches.
Who we serve
Private Equity
Assessment and leadership development for portfolio-company leaders, weighted to healthcare and the years right after acquisition — coaching, 360 feedback, action learning, and case discussion, combined in year-long labs that build the bench the growth plan assumes.
PE Portfolio CompaniesLaw Firms
Coaching and cohort programs for partners who aspire to become team leaders, practice leaders, office leaders, and firm-wide leaders. We focus on Am Law 100 organizations that aspire to create a culture of leadership development.
Law FirmsBoards & CEOs
Succession is the board’s most consequential call, and the one most often made without a clear picture of the pipeline. We map the transitions that matter, assess rising leaders against them, and develop them before the appointment — not after the announcement.
Leadership AssessmentThe problem
The traits that make experts successful are rarely the traits that make them effective leaders. Precision becomes perfectionism that won't delegate. Skepticism becomes risk aversion. Self-reliance becomes a bottleneck. These patterns are predictable, they are measurable, and they are most expensive at the moment of appointment — a practice chair, a portfolio-company CEO, a successor. We measure them before we coach them.
The method
Assess — We use proprietary assessments to measure leadership potential within the context of your leadership pipeline.
Develop — Coaching and cohort work against a small number of behaviorally anchored goals, in live situations.
Measure — Goals are revisited and progress is evidenced over time. Development you can point to, not just feel.
