Our solutions
Individuals & Teams
New Leader Assimilation
Want to expedite the adaptation of a team to its new leader and vice versa? Leader assimilation proactively sets expectations, airs concern, sets a tone, interrupts assumptions and prompts priorities through guided and transparent communication between team and new leader.
Team Effectiveness
Whether conflict exists, performance is struggling, or you want to maintain a strong team, deliberate effort on team health is important for every team. This impacts conflict management, engagement, performance standards, norms such as celebrations and communication, and understanding your team profile. This can be done through relevant activities, psychometric assessment with conversation, or other.
Strategy & Change
Strategy focus considers the enterprise and methods to accomplish aligned objectives and live the mission.
Organizational Assessment & Strategy
Available to any function, this is a popular technique to gather vast perspective regarding service delivery, identify success barriers, establish the structure your organization needs today and to scale, or gather performance data and opportunities efficiently.
Culture Transformation
What is the best kind of culture? The one that you intentionally select and work toward becoming. Whether you're facing turnover or talent attraction challenges, or are striving to strengthen brand and performance, culture is king. We take an analytical approach to culture assessment, then evaluate against aspirations based on strategy, customer base, perspectives, performance, values or mission. We then guide you to selecting your desired culture and create the plan and performance measures.
Performance Management
Have a performance management process that is underwhelming or doesn't drive results? Or maybe no program at all? Performance management is often oversimplified with a focus on the review. We say, "Performance management done well happens the other 364 days of the year." And a well-designed program embeds your unique factors such as values, leadership principles and strategy to reinforce and reward behaviors and align efforts and prepares your leaders to lead.
People & Talent Analytics and Data
Are your metrics evaluating impact and correlations or simply activity and volume? Metrics are differentiators for strategic HR. Additionally collecting and maintaining meaningful and accurate data is the prerequisite for metrics and delivering the information your organization needs to perform.
Change Management
We do change with people not to people. Strategy design or program development are step one. But how does effective implementation occur when there's varying expectations and perceptions, it's bringing unwanted change, or it requires disrupting norms? Projects succeed or fail based on presence of effective change management. And it includes psychology, including motivation theory and resistance. We offer this paired with our solutions or as a standalone offering to be paired with your effort. CC
Talent
Understanding talent needs for the organization to perform, along with how to partner with talent separates the good from the great
Talent Acquisition Strategy
Having an articulated strategy informs the organization of how talent is attracted and retained. It also considers talent needs and options to meet talent needs - and they're not always FTE. Organizations must also understand the market, target candidates, talent pool supply, and other factors to confidently pursue talent acquisition efforts.
EVP & Brand
Yes, talent attraction and retention require marketing concepts, but here you're selling an opportunity and experience. And marketing also includes analysis, data and understanding your target audience. You can then present a compelling and reliable expectation to both your external talent pool and retain the talent you have.
Career Mobility
The workforce is demanding career options and transparency. They want to know progressions and lateral options that leverage transferrable skills and experience. And they want to know how to qualify themselves for those opportunities. And organizations need to clearly articulate the skills they need, demand and how it's distributed.
