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Succession, Assessment and Development
Assessing the "top talent" pool of senior executives
in a Global consumer business, as the basis for career advancement
and personal development. We advised this major international
company on the evolution of a consistent approach to competency-based
human resource management across their global business and provided
training and development to HR Directors worldwide.
Transformation and Change
A long term project with the Department of Children, Schools
and Families, supporting English local authorities in the NW
and NE as they responded to changes brought about by UK government
policy. The changes were significant moves towards inter-agency
governance, integrated strategy, integrated processes and integrated
frontline delivery. Support and consulting involved relationship
building, process mapping and solution design for a diverse
range of clients and issues - organisational development, employee
engagement, restructures and change. This was fast pace transformation
work in a tight programme management environment, with reviews
against government targets and the need to make progress across
several regions to tight deadlines.
Capability building and continuous
improvement
A large government agency involved in collecting and selling data had become a trading fund with commercial targets. Heavy investment in assessment and culture change programmes had produced little change in staff attitudes and levels of trust in management. In addition,
reliance on
traditional HR practices had failed to grasp opportunities to follow through and bed in new values.
A series of simple staff and managerial workshops that were
based on listening to views and on capturing innovative ideas
engaged staff and dispelled much of the natural resistance to
change. By providing a framework to support and take the process
forward, innovations were assessed and used by line managers
and operational development specialists. The whole process was
integrated with an internal communications strategy.
Coaching, Feedback and Management Training
A major international bank wanted to combine 360° feedback with a coaching
and further development programme. We provided the framework
and tools for this and developed a coaching programme that extended
over several career stages. The approach embedded a culture
of constructive performance feedback and open dialogue between
managers and their teams.
Surveys for attitude, culture and climate
Provision of ongoing post-merger change management advice to a large UK government Commission. This involved the design and running of regular to pulse surveys' to keep senior managers continuously aware of the progress of change.
Additional assignments
- Developing a competency framework and Development Guide
for an international retail organisation
- Design and introduction of succession and performance management and management development systems for a major clothing supplier during a six-year period of international growth
- Working with an associate consultancy to deliver a management programme for the UK top team of a major US-owned finance business: focusing on their role in terms of Culture, People and Operations management
- Provision of planned assessment and resourcing consulting for an international government department. The work involves definition of roles for senior government advisors and advising on role profiles and capabilities and placements.
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