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Masthead - Leadership Talent Performance

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a.) Define leadership and talent requirements and outcomes ...

Why is this a top team priority?
“Knowing what is expected of me” is one of the biggest contributors to individual performance. Setting expectations starts at the top and the top team need to have clarity in how their business strategy will be delivered through their people. This sets the tone and culture for the whole organisation. “How we do things around here”, will impact positively on performance if expected ways of working are clearly defined and communicated. Future business growth will be enhanced by a clear understanding of the talent needed to deliver it and how, where and to what standard this talent must perform.
What is the best way to tackle this priority?
Time spent breaking down your business strategy into the leadership and talent requirements will reap benefits through giving clear direction and boundaries. Systematically analyse the skills, experience and know-how needed. Critically review current strengths and brainstorming to rigorously generate the leadership, talent and organisational culture required to succeed.
What results can you expect?
A clear leadership framework will define the way leaders should work and how they should play to their strengths. This provides the basis for all your assessment, training and development interventions. Your leadership framework will have broader application; it will define and reinforce the culture of your business and will distinguish your business from the rest as somewhere top talent wants to be.

b.) Select the best from the rest ...

Why is this a top team priority?
The business benefits of selecting top performers are enormous. Getting this right is perhaps obvious; getting it wrong can be disastrous in terms of cost, reputation and in depriving your business of the talent it needs to succeed.
What is the best way to tackle this priority?
Be clear what is expected in the role. Set out your objectives and measures of success. This then enables a careful and rigorous assessment of an individual’s talent, motivation, experience and future potential. Approaches to do this can vary but a common feature is to use objective methods such as structured interviews and psychometric tests together with existing performance data for internal hires.
What results can you expect?
An alignment of the person with the expectations of the role. This is the basis for future achievement and gives a very strong platform for both the individual and the business to succeed.

c.) Set leaders up for success ...

Why is this a top team priority?
Sometimes new hires just don’t work out. The person may have a change of mind but more usually they fail to deliver on your expectations of them. The mitigation of this kind of risk of failure is a key concern for executives. Getting it wrong can be costly.
What is the best way to tackle this priority?
Following the advice given above is a good place to start. Have a clear “on boarding” plan will further strengthen the prospect of success.


What results can you expect?
An engaged, motivated and performing leader who is fully integrated into your business, knows what is expected of them, how they will be measured and rewarded. Getting this right is a top team concern

d.) Manage performance, aspiration and interests...

Why is this a top team priority?
Performance in any business is paramount. How to improve performance is a core concern of any board and senior team. Shareholders continually expect higher levels of performance and those who don’t deliver don’t survive.
What is the best way to tackle this priority?
People need to know what is expected of them, how they will be measured and how they will be recognised for their contribution. Appraisal and performance management systems take many forms. What is essential is that there is clarity of objective, feedback is delivered timeously and recognition programmes are clearly aligned to the achievement of business outcomes
What results can you expect?
People will be set up for success. They know what is expected of them , have clear performance objectives and know that their aspirations sand interests have all been considered as part of a two way process.

e.) Talent and succession coverage ...

Why is this a top team priority?
Top talent is in short supply and making sure that your business is sustainable will rely on a flow of talent into and through the organisation.
What is the best way to tackle this priority?
Start by systematically analysing what your business needs to succeed and what talent you have is the place. Pull together data on your people to begin the process of building your talent pipeline. Start where you have the greatest need or gap.
What results can you expect?
Over time you will have built up a map of where your talent lies and this will feed into your business decisions; for example, who will be your next senior executive? More strategically, you will be able to answer the question “do we have the talent we need to grow or move into a new market?”

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