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Executive Assessment
Talent Management
Succession Planning
Executive Compensation
Sales Compensation
Sales Force Effectiveness
Team Effectiveness
Executive Coaching
Organization Design
Our Impact
Talent Management
Companies face tough choices in balancing make versus buy decisions when planning and managing their talent to meet constantly shifting business imperatives. We help our clients understand their short and long term talent requirements, evaluate the adequacy of their people pipelines, and build strategies for optimizing the two.
- A large gaming company wanted to be sure their top team had the right capabilities
to support a major business expansion and that their succession plan would generate a sufficient
supply of qualified candidates. We designed a custom competency model for this company that
reflected their unique business requirements, assessed their top eight executives against this model,
and provided detailed evaluations and development plans for each executive. The quality of the
succession plan helped facilitate an acquisition by a private equity firm a year later.
- A U.S. bio-technology firm’s success was outpacing it’s leaders ability to manage growth in the organization and
scale operations. We worked with the firm’s CEO and executive team to build a tailored, competency-based, senior
management assessment process with the dual purpose of strengthening annual performance evaluations as well as
identifying leaders’ key developmental needs. Decisions were made on the basis of the assessment data and
recommendations re: succession, coaching and programmatic leadership development solutions. The quality of the firm’s leadership,
succession planning and bench strength were recognized as the firm was acquired by a major, global bio-tech company within two
years.
- In the face of increasing competition, an aggressive 5 year growth plan, and an increasingly activist board , an extremely
successful U.S. franchise organization decided to undertake a rigorous study of leadership effectiveness and talent gaps in
light of new environmental challenges for franchisees. We worked closely with the CEO and a hand-picked team of top executives
to understand the specific nature of future challenges and the new requirements on leaders. We also used rigorous statistical
methods to understand the leadership factors which historically had the biggest impact on franchise unit performance. Combined,
we developed a set of tools and process for identifying leaders with the right “successful profile” for the future and methods for
assessing and developing requisite skills over time. The organization has continued to achieve national success in its industry
sector in recent years even as the U.S. economy grows more challenging.
- One the world’s largest banks wanted to retool its existing leadership development and talent management systems to
emphasize the skills needed to drive growth. In particular, the company planned to focus its efforts on enabling the “next
generation” of leaders to become “high growth leaders” relying on an intensive program of education and development spanning
9-12 months. We developed a set of individual assessment tools, feedback processes, and person as well as team coaching woven
through week long executive education sessions held each quarter. The teams of high growth leaders formed through this program
generated multiple new growth initiatives for the bank.
