People

Talent Insights

The key building blocks for all organizations is ‘people’- the right person in the right position producing the best results that bring current and future value to the organization. This is talent with potential. So how do you determine who has talent and the potential? This is no easy task and does not just happen. There are times a hiring solutions specialist is lucky but usually it requires a set of selection processes “By Design” for the organization to achieve the ideal talent outcome.

The applications of the right assessments play a key role in contributing to identifying talent and human capital potential.

Talent Insights

Human capital makes up a large portion of any company’s success. When people do well, the company does well, performance and productivity rises. As the actual hands and feet of a business, the diversity of the people strengthens collaboration, creativity, and energizes the organization.

The right set of solutions will help your teams reach the next level of their potential.

Workforce Solutions

Productivity is a bi-product of both people and organizational development. The reassessing of a company’s structures is highly valuable as it often reveals the gaps that are keeping them from higher levels of success. Since the processes in an organization create a flow, improvements are naturally needed as a company changes and moves towards its goals. Our strategies are always aimed at identifying and resolving issues that lie beneath the surface.

Team Development

Finding team strength in the diversity of individual strengths.
Friction naturally occurs amongst people who are different – constructive collaboration emerges when value and strength is found in those differences.

360 Analysis

Getting to root issues for lasting, comprehensive solutions.
Our approach helps identify organizational issues, roadblocks and gaps that impact forward movement and future challenges.

Business
Strategy

Business Management
Review (BMR)

The BMR is an important tool in our tool kit that we use in exploring and learning about our client and prospective clients. It provides an excellent path for us to learn about our client and for the client to learn about us as well. It is our approach to obtain a comprehensive insight into the business structure, gain a thorough understanding of the business culture. The BMR process may take 1 to 3 sessions to gain this thorough understanding.

To reserve an appointment for Business Management Review or Strategic Planning Workshop contact us.

The BMR process usually engages more than one individual and may include at time the Senior Leadership Team as and when applicable:

To ask key discovery and explorative questions
To listen attentively to the client and the client team
To facilitate an honest open discussion
To observe how the client rationalizes their business world
To clarify and identify what is emerging for the organization
To identify key issues to be addressed and may lead to an engagement opportunity

The Steps of a BMR Process or event:

Current situation analysis
Organizational history
Organizational future
Commitment to action

Whether you're looking for quick tips, or tools,
we've got resources for you.

Take Me There

Succession
By Design©

One of the most frequent issues organizations deal with are issues of succession in some format or another. Regardless a vertical or horizontal concern, the succession issue and how to accomplish some level of meaningful outcome takes a considerable amount of strategic processing time. Why? Because it is a people issue, and if not addressed effectively, it will impact all other elements of the organizational culture and economic influences. Based on organizational needs and diversity, Succession By Design is customized to the uniqueness of a specific organization.

Benchmark every key position.

Succession planning originates in the role definition process. It is there that stakeholders begin to truly understand the traits necessary for success in the role

Don’t just hire for now.

If you hire for now, you may miss the candidate who has the opportunity to flourish in the future. Picture each candidate in future roles within the company.

Be candid throughout the interview process.

As much as you are interviewing candidates to better understand if they will fit into the culture of your organization, those candidates are interviewing you. Listen for their desires to grow within your company.

Instill the ubiquitous question, “What’s next?”

Don’t wait for new employees to become acclimated to their jobs to intentionally communicate the company’s plans for growth. When you start having these conversations from day one, your “A-players” will subscribe to your vision and will see themselves in the company’s growth plan.

Don’t assume all employees desire the same things.

Just because you see leadership potential in an individual doesn’t mean he or she shares in that desire for growth. Make sure those employees are comfortable in positions that are more constant, and continue to communicate with those individuals in case desires change as the company changes as well.

When you are operating with a sustainable succession plan, you will be able to look ahead and identify any gaps before they can affect the company. And, as you are identifying high potentials within the organization, you’ll be able to adjust each person’s development process to suit the critical needs of the company.

Organization

Culture does not just happen. It is a work in progress and starts at the top of the organizational chart, the role model of organizational values. Organizations need to intentionally work at Culture By Design and when they do it is amazing how they thrive and often the unexpected happens.

Our skilled team helps identify an organization’s capabilities. Strategic processes and business management review provide pivotal insights on how best to leverage leadership strengths. Assessment tools contribute insights and understanding as well as ideas for crucial ongoing capacity development.

FOR INDIVIDUALS

Positioning the right person in the right place at the right time.
When you hire people who are naturally rewarded by the type of work they perform, they will be more engaged and, therefore, more productive.

FOR TEAMS

FOR ORGANIZATIONS

Getting to root issues for lasting, comprehensive solutions.
Our approach helps identify organizational issues, roadblocks and gaps that impact forward movement and future challenges.

Nurturing the people in your organization doesn’t require expensive perks or touchy-feely gimmicks. It’s about motivating, engaging and listening - and it can work for anybody.
Laszlo Bock, SVP of People Operations Google

Every leader needs a coach. It does not matter if you’re in the sports arena or a corporation/company, or a nonprofit. A coach brings out the best and positions a leader for success.

So then what is a Leader?

So the word leadership has in its root “To Go” it’s about going places, about guiding and influencing others to move. Influencing is about what flows from the leader for others to follow. Leadership is about moving others to a clear and meaningful vision. It’s been described as an art, because it’s based on a specific form, yet every time it is applied the results are different.

Leadership Coaching is a facilitation process in which the coach facilitates an individual in a thought provoking communication process that moves people to achieve their desired outcomes with commitment toward Ownership – Accountability – Relationship with enthusiasm.

A successful coach will bring into the process assessment tools. The tools will help in the discovery process by identifying a possible root cause or issue the individual is experiencing or struggling with, either in personal performance or relationship. Another tool used in Leadership coaching will have an agreement for direction and expectations clarity. Goals and expectations will be defined, and a term for duration what to expect by when and then how to conclude.

When it comes to assessment tools, validated tools that address several sciences will provide a set of comprehensive insights that a single tool is totally incapable of accomplishing. We us the TTI Validated assessments to bridge the span of sciences to bring life and clarity to the Leadership Coaching process.

People

Talent Insights

Talent Insights

Workforce Solutions

Team Development

360 Analysis

Business Strategy

Business Management Review (BMR)

The BMR process usually engages more than one individual and may include at time the Senior Leadership Team as and when applicable:

The Steps of a BMR Process or event:

Whether you're looking for quick tips, or tools, we've got resources for you.

Benchmark every key position.

Don’t just hire for now.

Be candid throughout the interview process.

Instill the ubiquitous question, “What’s next?”

Don’t assume all employees desire the same things.

Organization

FOR INDIVIDUALS

FOR TEAMS

FOR ORGANIZATIONS

Nurturing the people in your organization doesn’t require expensive perks or touchy-feely gimmicks. It’s about motivating, engaging and listening - and it can work for anybody. Laszlo Bock, SVP of People Operations Google

Leadership By Design©

So then what is a Leader?

Business
Strategy

Business Management
Review (BMR)

Whether you're looking for quick tips, or tools,
we've got resources for you.

Nurturing the people in your organization doesn’t require expensive perks or touchy-feely gimmicks. It’s about motivating, engaging and listening - and it can work for anybody.
Laszlo Bock, SVP of People Operations Google

Leadership
By Design©