Results-oriented companies leverage high performance work practices to their advantage, and know that robust talent management is important for their success.
Independent research also supports this conclusion, and shows that paying attention to workforce skills, employee engagement and motivation, and employees’ careers impacts financial results.
In other words, well-managed talent translates to hard results.
“Companies that improve talent-related practices, meaning those that enhance employee skills, motivation, and careers, experience an increase in financial results.” – Conclusion from a 2012 research study in Academy of Management Journal after summarizing the findings of 116 independent research studies.
Individual Development Planning to build individualized skills
Leadership Effectiveness Development to keep leaders at the top of their game so they motivate individuals & teams
Performance Coaching to help individuals grow, develop & perform
Training to keep employees’ skills current
Performance Management to help individuals stay focused on the right objectives & deliver results
Rewards that motivate & link to performance outcomes
Team Development & Effectiveness to engage the collective influence of individuals working a team
Engagement Survey to diagnose opportunities for improvement
Succession Planning to assure a robust pipeline of talent
High Potential Employee Development & Progression to assure the best are retained & managed proactively
We have developed these capabilities in organizations ranging from well-known public companies to smaller private firms. Our approach is to first understand your gaps, and then work with you to design fit-for-purpose solutions. We look for long-term impact, and custom design and implement each solution based on the unique needs given your business strategy and operating requirement.
High quality leadership is essential for business success, and is often regarded as equally important as brand, physical assets, capital, sales, and strategy. Getting the leadership factor right matters to the bottom line.
Approach
Integrated into much of what we do is the assessment of individual leaders’ capability to lead and deliver results. Whether for performance coaching, succession planning, development, or selection and hiring, our assessment model uses professionally accepted practices. We avoid reliance on any one assessment methodology or tool, and recognize that multiple sources of information must combine to create a complete understanding of a leader’s capabilities.
Psychometric Instrumentation
Depending on the situation and need, instruments we use include the Winslow Reports, Hogan Assessment, Leadership Versatility Index (a 360 feedback instrument), Watson-Glaser, among others as appropriate.
Structured Interviews
In addition, we frequently supplement written assessments with structured interviews that often times involve a leader’s manager and co-workers in addition to the leader him or herself.
Results
Results are professionally summarized in a report and reviewed one-on-one with the individual leader. Sometimes, with advance agreement, results are shared with the leader’s manager.
Qualifications
We are professionally trained in the development, validation, and use of psychometric instrumentation and assessment methods, and understand the appropriate (and inappropriate) use of these powerful tools. We use instruments that are well-researched, validated, and appropriate given the situation.
