Honoring a Legacy of Leadership: Anita Bhasin and the Evolution of LeaderPaD
Leadership emerges from stewardship and the courage to evolve. That is why we are honored to share the story of Anita Bhasin, founder and CEO of Sageways Consulting, who recently entrusted us with the next chapter of her work: the LeaderPaD program at a large Pacific Northwest technology company.
Fifteen years ago, Anita designed this program, and she and her team have guided this program, supporting over 1100 leaders worldwide. As she transitions into her next chapter, we sat down with her to reflect on the journey, the lessons learned, and what makes the LeaderPaD approach a cornerstone for lasting leadership development.
How LeaderPaD Began
HLG: Anita, can you share how LeaderPaD originated?
Anita Bhasin: The program began with a request from one of the organization’s executive, which is unusual. He wanted an objective review of the talent pipeline for specific key roles. That is how I got started with it: defining what makes an effective leader and ensuring that people were ready to step into bigger roles. Over time, it evolved into a program preparing leaders at many levels for the future.
From Business to Organization Development
HLG: You have worked in both the business and organization development side of tech. How did that path unfold?
Bhasin: My first 20 years were in marketing and sales at Microsoft, along with other companies. I have always been a “programs person,” thinking end-to-end about impact. About 20 years ago, I shifted into HR and OD, driven by a passion to improve how reorganizations and leadership transitions were handled. I earned my Master’s in OD from Pepperdine, where I first connected with fellow Pepperdine Alumna, HLG founder Dede Henley, and later met Carol Zizzo. That is ultimately how my relationship with Henley Leadership Group began.
What Makes LeaderPaD Unique
HLG: The program has been running for 15 years, which is a rarity within a large company. What do you believe has made it successful?
Bhasin: First, it involves an assessment highly tailored to each individual. The LeaderPaD survey is explicitly built for the business’s needs. Second, alumni stay engaged. Participants often return as managers, sponsors, or executives who continue to shape the program. That creates a cycle of advocacy and continuity.
And importantly, we use “feed forward” rather than feedback. Borrowed from Marshall Goldsmith, it is about preparing people for future roles, not revisiting the past. It is transparent, developmental, and practical for leaders navigating immense change. And it was all possible because the approach provides a platform for trust and psychological safety.
Impact Across The Organization
HLG: Looking back, what impact are you most proud of?
Bhasin: Firstly, we assembled a cadre of coaching professionals par excellence with deep knowledge of their domain and the system. Secondly, over 1100 leaders have gone through the program globally, many of them women who are now in senior roles. Finally, LeaderPaD developed a strong internal brand. People recognize it as a launchpad for leadership. That legacy is something I am proud to see carried forward.
Alignment with Henley Leadership Group
HLG: What made you confident that Henley Leadership Group was the right partner to continue this work?
Bhasin: It came down to alignment of values and a shared belief in systems thinking. Henley understands the complexity of operating inside this specific company. And your team invested deeply. Penny, Henley’s Director of Coaching Programs, shadowed for months, learning LeaderPaD in detail. That gave me confidence that the spirit and rigor of the program would continue.
Looking Ahead: Leadership in the Age of AI
HLG: The program is entering a new era, with AI transforming how leaders work. How do you see that shaping LeaderPaD’s future?
Bhasin: AI is already changing the landscape. At this company, managers are expected to use Copilot daily, which raises questions about how leadership development should adapt. Our coaches engage with these tools personally and push the use cases to translate them into their work with leaders. From an organizational development perspective, there are many opportunities for workforce planning 2.0, where we are preparing organizations for a new blend of human and AI talent.
A Personal Transition
HLG: And personally, what is next for you?
Bhasin: I am exploring. It has been five years since my cancer journey, which reminds me to make the most of my time. I am focused on traveling to spend time with friends and family, mentoring the next generation of talent in our field, and playing pickleball. For now, as I navigate this transition, that’s enough, and I’m excited to see what emerges that will allow me to contribute my strengths to our profession.
Carrying the Legacy Forward
LeaderPaD’s success is measured not only in numbers but also in the leaders who have stepped forward, the careers it has launched, and the rippling effects across organizations.
As Anita passes the torch, Henley Leadership Group is honored to continue this work, ensuring LeaderPaD remains a guiding light for developing leaders who are ready for their next opportunity and equipped to navigate the future with agility and humanity.
What LeaderPaD Alumni Have to Say
“The approach provided a robust framework for my growth, aligning my development and the strategic goals of the org. By reinforcing strengths, I created a road map focused on my opportunities for continuous improvement.”
— Alumni Feedback
“My coach’s ability to bring the LeaderPaD program to life, making each session engaging and insightful has been truly remarkable. Their energy, commitment, and focus have inspired me to dig deeper and embrace a growth mindset. Addressing development areas while also making space for the ‘personal side’ has given me a clear path forward. The practical advice offered have already made a significant impact on my leadership skills.”
— Alumni Feedback
“The LeaderPaD survey was one of the best parts of the program, e.g., understanding the expectations and development opportunities for the [Company] Leader capabilities. This helped to get specific activities aligned with what the company deems critical for next-level leadership.”
— Alumni Feedback
Carry the work forward with us.
Henley Leadership Group continues the spirit of LeaderPaD by helping organizations grow leaders who lead with clarity and compassion. Connect with our team or check out a few of our case studies to learn how we can help you develop the next generation of transformative leaders.