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“Working with John was an absolute blast. He immediately understood what I was trying to accomplish with my TEDx talk and helped me distill my ideas to their essence, weave in personal and professional stories, and see my presentation through the audience’s eyes. Most importantly, he helped me shift from thinking like an academic delivering information to thinking like a performer creating an experience, which gave me permission to put on a show while sharing the data-driven message I felt was important. And I laughed my way through our sessions! John is warm, encouraging, hilarious, and perpetually psyched. He brings an infectious energy to the process while pushing you to create something truly exceptional. I couldn’t recommend him more highly.”

— Kathryn Hecht, TEDx Speaker

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“We all hear the cliché, ‘What got you here won’t get you there.’ When I hit that moment, I worked with John Pike, an amazing coach. He helped me dig deep into what motivated me and what I should change to step up for the future. He uncovered my inner self, so I could become a better me.”

— John Glasspool, CEO, VarmX

“When I first met John, I had no idea how to address a room, organize my thoughts, or put a deck or speech together. When I was preparing for my TEDx talk, I struggled to capture what I wanted to say. John was amazing. He listened, asked questions, and somehow pulled the words right out of my head, putting everything together in a way that said exactly what I wanted to say.

Later, as I started getting speaking engagements, John helped me assess the audience, understand the goal, and develop a meaningful speech.

What stood out was his kindness and his ability to take in information and put it all together in a way that was just what I wanted. Plus, he was funny and easy to work with!

My career took a 180-degree turn. John gave me the skills I didn’t have.”

— Aaron Leventhal, TEDx Speaker

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Case Studies

CASE STUDY 01 · GLOBAL PROFESSIONAL SERVICES

Building Stronger Leaders and Governance Across a Global Organization

How Perissos Partners redesigned executive assessment and development across 50 markets, strengthening leadership capability, governance, and succession readiness.

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Client: A leading global professional services network
Services: Executive Assessment · Leadership Success Profiles · Executive Development · Succession & Governance

THE IMPACT AT A GLANCE

  • 100+
    executive assessments across multiple rounds

  • 50
    countries and major markets on five continents

  • 6 months
    initial global delivery

  • One standard
    for assessing leaders across every country and role

  • Follow-on work
    the client expanded the engagement

  • Ongoing
    a scalable program the client now runs internally

The challenge

Strong business results weren’t enough. The firm needed confidence in how its senior leaders lead. The organization set out to strengthen how it evaluated and developed its most senior leaders: country CEOs, executive leadership teams, and internal and independent board chairs. Country leaders in a global partnership have to balance commercial growth, talent, ethical judgment, risk, and collaboration across borders.

Three problems stood in the way:

  • Inconsistent evaluation. Methods varied by market, and leadership expectations weren’t aligned.

  • A cumbersome framework. Nearly 140 “yes/no” items made it hard to see real strengths, development needs, or risks.

  • Little candid feedback at the top. Any new approach had to feel respectful and genuinely useful to accomplished executives, or it wouldn’t land.

What we did

We rebuilt executive assessment around the leader, not the checklist.

  1. Defined what great leadership looks like there. Five tailored success profiles across three leadership levels (country CEOs, executive leaders, and board chairs), covering commercial effectiveness, global influence, talent development, collaboration, judgment, risk orientation, and governance.

  2. Rebuilt the assessment methodology. A five-point, behaviorally anchored scale replaced nearly 140 “yes/no” items. Psychometric assessments, structured interviews, and competency-based evaluation were combined to give a complete, consistent picture of each leader.

  3. Made the experience human-centered. Structured interviews kept assessors consistent without turning the conversation into a checklist, so feedback was both candid and constructive.

  4. Turned findings into development. Five custom development resources linked each leader’s patterns to concrete next steps, from building influence across the global network to developing successors.

Delivery: 100+ assessments in an initial six-month period across 50 markets in North America, South America, Europe, Africa, and Australia, with country CEOs and general managers, C-suite executives, and board chairs. We documented the full methodology and resources so the client could run and expand the program independently.

The results

  • Consistent assessment. One methodology and framework for comparing leaders across countries and roles.

  • Actionable insight. Specific development guidance leaders could apply, not just a list of strengths and weaknesses.

  • Clearer view of capability and risk. Richer information to inform governance and succession decisions.

  • Senior executive buy-in. Leaders valued the depth of discussion, quality of feedback, and relevance of recommendations.

  • A program that scales. Reusable tools and resources the client runs internally, and additional engagements that followed.