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CONSULTING

TALENT

MINDSET

full buy-in on and accountability for driving best organizational talent practices

INTEGRATED TALENT STRATEGY

targeted talent alignment with business priorities and recognizing external conditions

FOUNDATION

Hiring, Performance management, Onboarding, Development

critical practices that apply across the organization to achieve performance

TOGETHER, WE WILL WORK ON ALIGNING YOUR TALENT PRACTICES WITH THE BUSINESS STRATEGY AND DRIVING LEADERSHIP ACCOUNTABILITY FOR THEIR ACTIVATION.

TALENT SOLUTIONS

TALENT STRATEGY (FACILITATION)

  • Assess the business and market context

  • Learn from the progress to date

  • Determine sophistication of talent practices using Talent Maturity model

  • Craft a compelling vision 

  • Identify key deliverables & co-create the tactics

  • Establish the measures

  • Consolidate plans

  • Examine the enablers: scope, structure, resources, etc.

  • Socialize the strategy

  • Ensure follow-up and execution

A business-aligned talent strategy, anchored in the future.

COMPETITIVE CAPABILITIES

  • Examine business strategy

  • Identify value drivers

  • Assess the external environment

  • Select capabilities

  • Create success profiles 

  • Conduct gap analysis

  • Craft differentiated strategies for each capability

  • Create execution plans

  • Set up measurement systems

  • Establish governance structures

  • Garner leadership support and accountability

Investing disproportionately in areas that strategically advance the business.

TALENT MANAGEMENT AUDIT

  • Define the scope and objectives

  • Identify key stakeholders

  • Review talent policies and procedures using our Talent Strategy and Talent Maturity models

  • Gather feedback and insights via interviews, surveys, focus groups, etc. 

  • Analyze findings and identify opportunities

  • Develop recommendations

Keeping your talent edge.

ONBOARDING

  • Determine onboarding needs in view of external/internal talent flows

  • Design onboarding framework

  • Apply onboarding framework to design solutions at each level (e.g., individual contributor, manager, senior leader)

  • Map out the onboarding journey and define moments that matter

  • Document each step with assigned responsibilities

  • Put in place processes and workflows to hardwire for systemic execution

  • Monitor and evaluate the system

Minimizing time to optimal performance.

PERFORMANCE MANAGEMENT SYSTEMS

  • Define organizational goals and objectives

  • Establish performance criteria and measures

  • Communicate performance expectations

  • Ensure goal-setting, ongoing feedback and coaching  

  • Provide development opportunities

  • Document and track performance

  • Review and assess performance

  • Recognize and reward 

  • Monitor and evaluate the system

Delivering strategy execution.

LEADERSHIP DEVELOPMENT PROGRAMS

(E.G., TRAINING, MENTORING, 360° FEEDBACK, ETC.)

  • Learning needs analysis

  • Determine KNOW-DO-BELIEVE outcomes

  • Create high-level design

  • Faculty selection and onboarding

  • Develop course materials

  • Program communications

  • Facilitation and orchestration

  • Teaching and coaching

  • Project management

  • Learning impact assessment 

Building future-ready leaders.

TALENT REVIEWS

  • Define the scope and objectives

  • Identify key stakeholders

  • Review talent policies and procedures using our Talent Strategy and Talent Maturity models

  • Gather feedback and insights via interviews, surveys, focus groups, etc. 

  • Analyze findings and identify opportunities

  • Develop recommendations

Keeping your talent edge.

EMPLOYEE EXPERIENCE ENHANCEMENT

  • Map existing HR practices to employee experience using Career Edge© model

  • Run focus groups

  • Conduct career training 

  • Recommend improvements

  • Help implementing desired solutions

Personalized careers as a source of competitive advantage.

SUCCESSION PLANNING

  • Establish critical roles in line with the strategic business needs

  • Identify and assess succession candidates

  • Plan individual development 

  • Provide development opportunities

  • Monitor succession plan execution

  • Create talent pipelines as needed

  • Support transitions

  • Continuously review and update

Talent progression and development for business sustainability.

TALENT MANAGEMENT CONSULTATION

  • Pressure-test your talent strategies and practices

  • Engage senior leaders on a talent topic

  • Train your team on talent management

  • Conduct academic and industry research to inform a decision

  • Speak at your event

Advancing your Talent agenda.

LEADERSHIP & TEAMS

EXECUTIVE TEAM WORKSHOP

  • Building & deepening relationships through transparency and vulnerability. 

  • CEO expectations for the team      

  • Increasing candor, feedback and transparency among the team members  

  • Addressing key strategy & execution issues

  • Process:

  • Initiation meeting with leader

  • Interviews with each team member

  • Hogan and "Five Dysfunctions" surveys

  • 2-day workshop

Accelerating top team performance.

NEW LEADER ASSIMILATION

  • Objectives:

  • accelerate the integration of a newly appointed leader;

  • reduce individual anxiety;

  • develop trust with the group;

  • boost team effectiveness. 

  • Process:

  • Leader welcomes the team and leaves.

  • Facilitator elicits any questions the team have related to the new leader's arrival.

  • During break, the facilitator coaches the leader.

  • All together, the leader answers all questions.

A candid dialogue about expectations, feelings and knowledge of each other.

TEAM ALIGNMENT WORKSHOP

  • Objectives (example):

  • Align on strategy and priorities

  • Define a clear and compelling vision

  • Establish strategic priorities

  • Define core values, key behaviors, and norms

  • Gain commitment to change 

  • Re-energize the team

  • Process:

  • Meeting with leader

  • 30-minute interviews with each team member

  • Final session design & delivery

  • Team building (optional)

Aligning the team for execution.

LEADERSHIP TEAM BUILDING / STRATEGY OFFSITE

  • Define objectives and outcomes.

  • Determine the format and duration

  • Plan the agenda

  • Pre-work

  • Conduct strategy discussions

  • Foster collaboration and decision-making

  • Action planning and follow-up

Building better teams.

EXECUTIVE ONBOARDING

  • Meet with the leader's manager (and HR, optional)

  • Rapid deep dive into personal assets and liabilities (strengths, personality, derailers, values)

  • Plan short-, mid-, and long-term

  • Deliver the short-term plan with the LEARN model

  • New Leader Assimilation

  • Deliver the mid-term plan to transform skills, behaviors, networks, and reputation

  • Leadership Team Alignment

  • Set the long-term plan in motion recalibrating the new role in the wider career context

  • Coaching and support throughout the process

Accelerating executive arrivals.

EXECUTIVE COACHING

  • Initiation

  • Personality assessment and 360 survey (electronic or interviews)

  • Personality assessment (1hr) and 360 feedback (2 hrs) debriefs

  • Defining and documenting short- and long-term development goals and action steps

  • Alignment/progress meetings with coach, leader and manager (optional HR)

  • Coaching sessions (typically 1 hour every 2-3 weeks)

  • Possible observation of leader in action

Helping leaders be more.

COACHING COLLECTIVE

  • Small-group format

  • One topic for the whole group

  • 6 sessions, over 90 days (sample agenda)

  • Rapid skill development via 30-day sprints

  • Individual 360 and Hogan assessments strongly recommended

Community-fueled growth.

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