Talent Peak Performance
- Talent Management & Succession Planning
- On Boarding Development
- New Manager Assimilation & Action Planning
Talent Management & Succession Planning
Talent Management Definition: A systemic and integrated process to manage human capital.
The outcome is the maximization of an organization’s business strategy resulting in its winning in the marketplace. The organization becomes an “employer of choice”, attracting highly talented individuals resulting in a high-performing and self-directed organization.
Competencies Definition: Qualities of being competent; possession of required skills.
Competencies are at the core of a “Best-in-Class” Talent Management strategy. They are the building blocks required to successfully perform a role at its most fundamental. Competencies allow an associate to understand the requirements of successful performance. Competencies enable an organization to mobilize its associates to maximize its business strategy.
Onboarding/Inboarding
Utilizing Competencies we can update or develop an Onboarding program that captures the hearts and minds of associates within the most critical timeframe—the first 90 days.
Feedback/Coaching
Behaviors are the #1 de-railers of high-performing/high-potential associates. Feedback and coaching are the most effective solutions since the focus is centered around on-the-job performance and development action planning.
Career Ladders/Career Pathing
Career Ladders and Career Paths are an essential framework for an organization to engage in Succession Planning and Talent Calibration. Succession planning is NOT replacement planning. Succession planning seeks to understand who in the organization can be developed to step into “key positions”. Best-in Class organizations have succession plans at least 2-deep. Are development plans being worked? Have associates moved to next assignments based on succession plans? Career ladders and career paths drive consistency into these decisions.
Development Planning
Competencies are the foundation of effective, business focused development planning at both the individual and organizational level. Is your organization’s development planning process aligned with the business strategy?
Employee Engagement
Employee Engagement=High Performing Organization! Can you afford to have disengaged associates?
On Boarding Development
To win the hearts and mind of your new associates, the first 90-days are critical in making a lasting impression for a new-hire. On Boarding provides the first real context the new associate has of the organization and the partnership to come. Given the cost of turnover, you want to make sure that you capture the heart and mind of the new hire by providing a well-structured, content rich and compelling on-boarding program that continues beyond the first day. If so, we can assist you in auditing your current program, identifying and closing the gaps. Moreover, if you have no current program, we can develop one for you.
New Manager Assimilation & Action Planning
In today’s environment, it is critical for new leaders to hit the ground running whether they are an “in-placement”, or an external hire. Let us facilitate for you an effective New Manager Assimilation to ensure a healthy and quick integration of the team and its new leader.
