Our Services
TALENT & DIVERSITY
STRATEGY
We work with you to design the strategy and supporting framework that ensures all critical roles have ready-now, diverse successors and a pipeline of viable, up-and-coming talent to execute organizational goals.
Board-ready CEO succession plans
Critical roles defined and assessedCompany-wide succession and pipeline management infrastructure and processes rooted in diversity and inclusion best practicesOrganization review- calibration sessions with senior leadership teams to agree a common-criteria of what great talent looks like, spot great talent, and to help facilitate development and mobilityIncumbent and successor role-based assessments and development plans to close gaps to “ready now”
Competency
MODELS
Research-based skills, mindsets and behaviors for use in assessment, selection, performance and promotion that are right for your culture, or the organization you want to create:
Interviews with senior leaders to establish the current and “go-to” objectivesIterative versions of behavioral competencies reviewed, sorted and prioritizedFocus groups with various sectors and levels within the organization to test comprehension, relevancy and resonance of the modelProficiency scales created to illustrate what exceptional, proficient and sub-standard results look like for performance managementCommunication, implementation and embedding plans
COACHING
Individually customized three- or six-month executive engagements, guided by business objectives and leadership aspirations, that significantly enhance individual and team performance:
GOALS
Goals established based on skills, knowledge, experiences and attributes needed to achieve business results
ANALYSIS
Key stakeholder input and strengths analysis
PLAN
Development plan to close gaps to higher performance
FOLLOW
Follow up stakeholder feedback to highlight progress
We work with you to design the strategy and supporting framework that ensures all critical roles have ready-now, diverse successors and a pipeline of viable, up-and-coming talent to execute organizational goals:
Board-ready CEO succession plansOrganization review- calibration sessions with senior leadership teams to agree a common-criteria of what great talent looks like, spot great talent, and to help facilitate development and mobility
Company-wide succession and pipeline management infrastructure and processes rooted in diversity and inclusion best practicesIncumbent and successor role-based assessments and development plans to close gaps to “ready now”Critical roles defined and assessed
Talent and Diversity Strategy
We work with you to design the strategy and supporting framework that ensures all critical roles have ready-now, diverse successors and a pipeline of viable, up-and-coming talent to execute organizational goals: [B]
Board-ready CEO succession plans
Critical roles defined and assessedCompany-wide succession and pipeline management infrastructure and processes rooted in diversity and inclusion best practicesOrganization review- calibration sessions with senior leadership teams to agree a common-criteria of what great talent looks like, spot great talent, and to help facilitate development and mobilityIncumbent and successor role-based assessments and development plans to close gaps to “ready now”
competency models
Research-based skills, mindsets and behaviors for use in assessment, selection, performance and promotion that are right for your culture, or the organization you want to create:
Interviews with senior leaders to establish the current and “go-to” objectives
Iterative versions of behavioral competencies reviewed, sorted and prioritized
Focus groups with various sectors and levels within the organization to test comprehension, relevancy and resonance of the model
Proficiency scales created to illustrate what exceptional, proficient and sub-standard results look like for performance management
Communication, implementation and embedding plans
COACHING
Individually customized three- or six-month executive engagements, guided by business objectives and leadership aspirations, that significantly enhance individual and team performance:
Goals established based on skills, knowledge, experiences and attributes needed to achieve business resultsKey stakeholder input and strengths analysisDevelopment plan to close gaps to higher performanceFollow up stakeholder feedback to highlight progress