TALENT ASSESSMENT
- Tools to assess, interview, and hire with confidence.
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EXECUTIVE COACHING
- Tailored for senior executives and high-potential leaders.
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ALIGNING TEAMS
- Custom workshops driving organizational excellence.
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Transitions for Business / Talent Assessment / Assessment-Powered Talent Selection
Preparing for the Future Ensures a Bright One.
Preparing for the unexpected is smart business. Your reward, after we’ve helped identify, select and prepare your top performers, is freedom and focus. With top talent identified, matched to the job, you’re free to focus on the higher purpose behind the process: Preparing them for their next role.
FREEDOM AND FOCUS
Each situation is unique and clients may choose to use assessments alone, but Job Benchmarking can play an invaluable and powerful role here. We view Succession Development in four stages. Each is hugely important, particularly in mission-critical, newly defined or still-evolving positions.
ANALYSIS
We align succession development with overall business strategy to bring the Big Picture into clear focus, defining the risks and opportunities over the next 2-5 years. With every critical hire, we first benchmark the job to understand all that’s required to succeed. Leadership candidates are then assessed to better understand their Motivators, Behaviors, Competencies, strengths and gaps.
DEVELOPMENT
As part of a time-sensitive process geared to candidate readiness and talent retention, this ongoing process focuses on refining leadership competencies and building a talent pool. Rotational assignment, lateral promotions, mentoring, training and Executive Coaching all play key roles. Systematic monitoring assesses the progress of individual development plans to ensure success.
SELECTION
As the time for transition nears, the candidates previously identified should be ready thanks to their customized development plans. Selection best practices feature interviews, presentations, and final assessments measured against the job’s benchmark. This step is particularly crucial when considering external candidates without documented and internally demonstrated performance.
ONBOARDING
Crucial in developing high potential new leaders is understanding what they need to succeed. New leaders, like all new employees, will either hit the ground running making immediate contributions or drift along fending for themselves. Onboarding makes a profound difference. For some, a parallel six-month coaching plan further ensures success and continued development in the new role.
