Download Career Pathways Guidance for Managers
Close opportunity gaps. Engage your workforce.
Finding and hiring exceptional leaders is one thing. Keeping them is another. Building an environment where they and their teams can thrive is crucial to your organization’s success. We help you take a closer look at the ways you manage talent to identify your key strengths and weaknesses based on equitable best practices. The goal is to create a more inclusive and welcoming culture where career opportunities and the path to advancement are clearly understood and available to all.
Talent Philosophy Development
Performance Management Redesign
Competency Model Development
Your Talent Challenges. Our Talent Solutions.
TALENT PHILOSOPHY DESIGN
Best For: Small organizations with <50 staff or a limited people/HR team, HR leads who want thought partnership to make tweaks to the current system.
Includes: A review of your current forms, tools and policies, 3 self-guided workbooks to drive reflection and visioning, 3 hours of coaching with recommendations for system improvements.
PERFORMANCE MANAGEMENT REDESIGN
Best For: Organizations who want to offer merit pay, or organizations that already have an evaluation cadence in place but it’s not comprehensive enough or producing accurate results.
Includes: A review of your current forms, stakeholder interviews with your staff, a facilitated task force to clarify your talent management philosophy, 2 leadership coaching sessions to support reflection and visioning, and 2 training sessions to roll out your new system for managers and staff.
COMPETENCY MODEL DEVELOPMENT
Best For: Organizations who want to build an internal talent bench, organizations with limited advancement opportunities, organizations looking to help staff find meaningful uses for professional development funding, or organizations who use competency to place candidates on salary bands at the offer stage.
Includes: A review of your current job descriptions to synthesize common areas of expertise and skills, stakeholder interviews with your staff, a facilitated task force to clarify your talent development philosophy, 2 leadership coaching sessions to finalize your model, and 2 training sessions to roll out your new system for managers and staff.
Best For: Organizations who need manager alignment, so staff trust the systems that are already in place.
- Engagement Suite: Participants learn about trust, healthy conflict and building buy in across 3 sessions.
- Performance Suite: Participants learn about goal setting, feedback, rater bias, and organizational tolerance across 4 sessions.
- Development Suite: Participants learn about assessing competency and working with their staff to create meaningful development plans across 2 sessions.
Best For: Organizations who want to strengthen the relationship between leadership and board and drive meaningful and data driven professional growth for their CEOs or Executive Directors.
Includes: Collaborative co-creation of the evaluation to measure what makes most sense for your organization, feedback collection across various stakeholder groups, report review and discussion and up to two implementation consultations.