Setting Talent Strategy
We believe that organizations that successfully develop and manage their human capital possess a competitive advantage; to achieve this goal, we help our clients organize, manage, and motivate talent in a way that supports their business strategy through effective practices in recruiting, selecting, developing, rewarding, and retaining talent. read more...

Defining and Deploying Competency Models
When competencies and associated ways of doing the work are unclear or no longer appropriate, we engage our clients in identifying new leadership requirements and competencies that are clearly aligned with the business strategy. read more...

Assessing Talent at All Levels
To help our clients see more clearly how their current talent pool fits their strategic requirements, we deploy a suite of assessment tools and a multifaceted approach for assessing individual leaders, building an aggregate view of the talent bench, and detecting gaps that risk undermining the longer term success of the organization.
read more...

Selecting and Hiring Talent
Using a variety of assessment methods including extensive interviewing, personality and leadership measures and 360 for internal candidates, we create a competency based selection program that ensures you are hiring the best people for the right role. We also create customized role-play based simulations for hiring into certain roles. read more...

Selecting High-Potentials
High potential employees sometimes derail before reaching their full potential. By using our assessment techniques described above we help identify your high potential employees. The assessment process helps us to help them understand what their strengths and developmental opportunities are and how to develop those areas of opportunity. We also identify potential derailers and help the employee understand how to avoid those behaviors. read more...

Managing the Talent Pipeline
For organizations that face higher risks of losing critical talent – after a merger, in highly competitive markets, or because of retirement – we help design and run talent reviews with senior management to create targeted retention plans for at-risk key talent, build succession plans for mission-critical roles, and conduct a Leadership Pipeline Audit. Our work helps ensure that “ready now” successors are in place and future successors are developed to assure business continuity and success.
read more...

Onboarding and Transition management
In a context where new leaders are more than ever expected to “hit the ground running”, more than a third of these leaders fail to integrate in their new environment and leave the organization within 18 months. read more...