Our Talent Management consulting line covers the main elements within the Talent Management suite, emphasizing the responsibility of the manager to build, develop and retain talent. From career management to succession planning and leadership development, we continually contribute to our client’s effort to attract, develop, manage and retain their talent (in any of its well-known labels: best-in-class employees, high performers, and high potentials).
As the interest in talent management grows, the importance of a solid and creative career management processes increases. We offer organizations in-depth knowledge in implementing medium to large scale career management programs. Either by leveraging, energizing and improving existing processes or starting from scratch, our solutions will be adapted to your organization’s needs and context.
Career management processes design, templates, manager training, employee training and coaching are some of the key elements we offer to revamp or devise a creative and unique career management process for the client organization.
As companies focus more on strategy and talent instead of solely on financial results, the succession planning dialog has changed. Succession planning processes are more down-to-earth, putting more effort in the tools for identifying key leadership positions and identifying what roles are critical to business success, rather than just replacement, retirement or workforce planning.
Developing a solid talent pipeline and achieving sustainable bench strength has been one of the key challenges organizations face, knowingly or not. Never before has bench strength had more importance and meaning for organizations to develop a pool of talent to promote from within.
Our expertise will support your organization’s succession planning needs through practical approaches that allow a shift towards a people first and talent development culture.
All succession planning process elements are clearly defined taking into account models that have proven to be successful according to the organization’s level of maturity and specific needs.
Initial process design
Talent review / calibration session
Leadership Academies, Executive schools for Emerging Leaders and Culture Champions Academies are examples of the type of targeted solutions we support our client companies with in order to close the competencies and skills gap.
Many managers are thrust into leadership roles without the tools that they need to succeed. New leaders require the necessary support, skills and experience to lead their teams as effectively as possible.
Our role is developing the essential leadership capability to deliver results. From devising accelerated talent programs with a combination of learning strategies to the selection of the different tools and assessments to be used to ensure a successful implementation.
In order to be able to influence the needs assessments traditional models, our approach promotes individual needs assessments that integrates the different sources of information: performance reviews (360 performance evaluations, results of key performance indicators), individual career and development action plans, succession planning results (identified successors competencies gap), workforce planning and other key sources.
We first guide the client company by leveraging your existing tools in order to make an assessment by individual that will in turn feed a more global Needs Assessment.
Needs Assessments are anchored in competencies allowing the integration of different learning strategies.
Under the premise that to develop the identified competencies and reflect the “know it when we see it” factor, formal training should be complemented with other strategies, we smoothly integrate executive coaching, on-the-job-training, special projects, task forces, videos, e-learning, books and other elements depending on the individual’s learning style.
Should you have any questions or require additional information, please do not hesitate to Contact Us.