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Executive Development Processes
Our approach to executive development is to assess both the organizational
context and the strategic imperatives necessary for competitive
success; then help develop the framework and resources necessary
to assess and improve leadership capabilities. We achieve this by
developing processes such as talent management, pipelining, succession
planning, topgrading, coaching, and education that link leadership
planning and development to business drivers.
Succession Planning
Succession Planning or, what we refer to as a management resource
planning and review system, formalizes, strengthens, and lends priority
to the planning of succession and development alternatives for current
and future executives of a company. The review process is the primary
vehicle for the planning of executive and leadership continuity
and development. An organization is not static. It is a dynamic
business in a changing industry and environment. Having information
about present work requirements, individual job performance, and
immediate replacement plans provide only a one-dimensional picture.
To make the picture more complete, future work requirements and
insight into how the market and the organization will change in
the near term is necessary in order to craft a clearer picture of
the key issues to be resolved, including both the present and future
state of leadership along with retention and diversity issues.
Executive Coaching
Our approach to coaching is grounded in what we call "action coaching."
Action coaching is a relatively structured process with proven tools
that fosters self-awareness linked to business results, resulting
in the motivation and the guidance to change in ways that meet organizational
goals. Our prime objective is always to improve the business results
of a company. Coaching must always be rooted in the business strategies
of the organization.
Executive Transitions
Turnover in managerial positions is a fact of life. When unmanaged,
transitions can result in role ambiguity, reduced productivity,
long settling-in times, reduction in openness of communication and
jockeying for positions. The executive transition process is designed
to accelerate the efforts by which the new manager and his/her direct
reports coordinate their efforts and develop effective business
relationships and practices.
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