- About Us
We have extensive experience of projects focused on developing your people. Here are just some of the areas we typically get involved in:
What skills and capabilities enable you to win and keep business? Which are most required to enable you to leapfrog competitors? In which areas do you most need to strengthen your capacity? What is your strength in core functions? What expansion capabilities do you need to deploy to keep ahead of the market and competition? How strong is your management team? How well do your core processes work from a people point of view? What is your resourcing strategy with regard to selection, reward and performance management?
The most powerful thing any leader can do is develop a culture fits your future environment. Using a variety of formal and informal tools, we research your current organisational culture and help you develop a blueprint for the cultural characteristics you wish to develop and a practical roadmap to do so.
We develop and deploy appraisal systems, 360 and 180 degree feedback processes including feedback services. We Appraiser company Chairmen, MDs and Directors as part of our governance review services. Jim is a Director of a company who are providing a rigorous appraisal services to over 2,000 NHS Consultants.
We define a sleek definition of the skills and knowledge required by your people. We specifically seek to understand the difference between acceptable and high performance. What are the knowledge, skill and attitude distinctions?
We will work with you to develop recommendations about how to improve goal clarity, performance management, internal communications and employee engagement. We are often called to observe and feedback on meetings – how well are you interacting? Is it productive? How do you deal with blockages and problems?
We have run a wide variety of assessment centres and structured interview processes. This is both to improve the existing talent base and also during internal restructuring.
We work with your top team to identify succession options and, where required, will make recommendations. It starts with identification of job roles, evaluation of existing candidates and may well include a range of evaluation methods such as psychometrics, skills analysis, behavioural event interviewing, 360 degree feedback. It may also include coaching and mentoring of those chosen to work on a succession path and those not.
Organisational Development Strategies, Learning Needs Analysis, Development Centres, Team and Individual Development.