Improvement in global quality and accuracy
Nielsen case study
A global early-career program that produced measurable results.
Nielsen Corporation wanted to transform its business. It partnered with Wronski Associates to create an award-winning program that developed future leaders while delivering immediate value.
At a glance
2 yearsRotational leadership program
104Program graduates
97%Graduate retention
The need
Transform the business.
Build the talent.
Nielsen’s CEO set a bold transformation agenda: unify 26 global entities into an integrated, agile market-analysis powerhouse and prepare the business for a successful IPO.
Its Global Business Services division needed to significantly improve the quality, accuracy, and timeliness of deliverables—critical to client trust and competitive advantage.
But Nielsen faced a talent gap. It needed early-career professionals who could rapidly develop into project leaders capable of executing high-impact work across a complex global organization.
The solution
The GBS Emerging
Leaders Program.
Wronski Associates designed and delivered a structured, high-caliber, two-year rotational leadership program for high-potential professionals in their first one to three years of career experience.
Business impact
Results that moved
the organization forward.
The program developed leaders and produced measurable improvements in quality, speed, retention, recruiting, and savings.
Increase in speed of data analysis
Faster insight generation
Strategic projects completed
Retention of program graduates
Recruiting acceptance rate
Savings from two global projects
Program graduates
Wronski Associates has been the trusted partner that I have turned to each time I have had a strategic need to develop talent. They always rise to the occasion!
Program design
What made the
program work?
Five integrated components accelerated professional growth while producing meaningful business impact.
Rotational assignments
Participants completed four six-month rotations across Operations, Technology, Engineering, and Measurement Science, culminating in high-visibility stretch roles that often included global assignments.
Intensive training
Participants completed 10 weeks of formal training, beginning with a four-week bootcamp and totaling nearly 500 hours of structured development.
Coaching-driven development
Mentoring and professional coaching were embedded into the experience, strengthening engagement, career growth, and retention.
Senior-leader involvement
Senior executives met regularly with Emerging Leaders, reinforcing business-strategy alignment while building confidence and leadership presence.
Strategic recruiting advantage
The program became a campus differentiator, helping Nielsen compete with leading employers and increase acceptance rates among targeted early-career hires.
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