© RIGHTD&AM A N A G I N G T H E h u m a n S I D E O F C H A N G E

TALENT MANAGEMENT & RETENTION SERVICES FOR [CLIENT]

NOVEMBER 2000

OPCCareerManagementPrograms (D&A)

Career Growth Consulting (RightD&A)

Organisational Consulting (RMC)

EVOLUTION OF ORGANISATIONAL CONSULTING

Business Scope

1983+ 1997+ 2000+

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RightD&A’s Business Services

CAREER TRANSITION SERVICES

ORGANISATIONAL

CONSULTING

RIGHTD&A

- Talent Management & Retention

- Strategic Leadership Effectiveness

- Organisational Performance

- Planning/Coaching

- Outplacement Programs

- Corporate Re-building 3

M A N A G I N G T H E h u m a n S I D E O F C H A N G E

Organisational Consulting Differentiators

1. Accumulated Experience in Organisational Dynamics over 17 years enabling:– Pragmatic human solutions using a combination of profiling tools and

corporate experience– Established reputation in 1:1 counselling/coaching as well as facilitation

skills– Expertise in interpreting executive and corporate behaviour patterns and in

developing action plans for improvement

2. Global and Regional Capabilities:– Access to world best practice in Human Resources via Right Management

and our licensing agreements with research consultants– Global/regional network of offices– Consultants with both regional and global experience

3. Client Responsiveness– Custom-built solutions based on proven methodologies– Wide range of credible and experienced consultants with relevant business

and professional experience– On-line profiling capabilities for speed/convenience

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Organisational Consulting - at a glance

Helping clients to achieve/maintain market leadership by:a) Matching leadership profile to business strategyb) Change Leadership - coaching individual leaders to be

better change agentsc) Influencing Skills - developing employee

commitment

Strategic Leadership Effectivene

ss

Helping clients to achieve improved organisational performance by:

a) developing an effective work cultureb) improving performance managementc) developing high performance teamsd) providing advice on merger/acquisition processes

Organisational

Performance

Helping clients to optimise individual productivity with:a) Executive Coaching for performance improvement

and retentionb) Personal Career Programs to achieve a better

match between individual talent and corporate needc) Career Development Workshops to forge

individual/organisational commitment through career self-development

d) Coaching and Mentoring Skills training for managers

Talent Manageme

nt & Retention

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Talent Management & Retention

1. “We want to help our key staff to keep on growing in their jobs”

2. “We need to do a better job at preparing people for promotion/increased responsibilities”

3. “We have a high potential manager who has one major problem…”

4. “We are having trouble retaining key staff”

5. “Recent changes in our organisation have unsettled our employees and made them question their future with the organisation. Morale is low”

6. “Our Managers need to develop their skills in mentoring and performance feedback”

7. “We want to encourage our employees to take responsibility for their own careers “

8. “Since the last re-structure, we are having difficulty in fitting square pegs in round holes”

RightD&A addresses these issues through Executive Coaching, and

Career Development initiatives - individual programs and group work

Challenges with which we could help:

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Critical Factors for Coaching Success - 7 C’s

Coachable - Will one-to-one coaching provide best results; are individuals likely to

respond?

Chemistry - Does right relationship/chemistry exist between individual and coach?

Clarity - Are objectives, expectations and measures clear to all involved?

Context - Does the coach understand issues in context of organisational culture and goals?

Commitment - Does the organisation support individuals; are individuals willing to

change?

Confidentiality - Are clear rules of engagement agreed by all involved?

Course of action - Will an action plan be developed to force focus and goal orientation?

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Executive Coaching - the RightD&A Approach

RightD&A has a team of executive coaches with a wide range of experience and skills

We can provide stand alone Executive Coaching or it can be part of a Strategic Leadership Development exercise

Each program is individually tailored to suit each situation and each Executive

We can use an organisation’s own assessment process where appropriate eg 360 etc, or use our own

The diagram that follows is an example of one approach:

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Executive CoachingKey Modules

1

Personalised Program

Design

2

Personal Info.

Building Blocks

3

Developmental Action

Plan

4

Communication to Client

5

Ongoing Coaching

and Re-Test

– Clarify issues

– Define objectives

– Design program/process

– Agree deadlines

– Agree resourcing

– Agree feedback procedures

Sample Objectives

– Developmental

– Situational

– Remedial

– Retention

Possible Assessment Options

– Career Analysis & Review

– Various behavioural profiling tools

– Structured Interviews

–Work Observations

– Define personal goals

– Identify gaps

– Schedule initiatives

– Develop measures

– Establish action plan

– Evaluate plan

– Agree relevance of objectives

– Enlist support of manager/HR

– Agree future check points

– Appointment of internal mentor (where appropriate)

– Review progress (at regular intervals)

– Discuss obstacles

– Provide further coaching

– Re-test on some profiling tools

– Agree closure

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Personal Career Programs

Purpose of Programs- To assist executives to resolve career issues and to manage their careers proactively- To assist in the alignment of individual talent and corporate need

Structure of Programs- One-to-one career consulting, typically involving four or five modules

Client Goals- Executives and managers who can make better informed career decisions- Executives and managers with goals more clearly aligned to business strategy (better job fit)- Active demonstration of organisation’s commitment to career planning and individual development- Retention/motivation strategy

Expected Participant Outcomes- Enhanced self awareness- Better understanding of own potential and limitations- Opportunities for frank discussion and objective feedback- Ownership of a realistic and achievable career strategy and development plan- Better job fit/satisfaction

Overview

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Personal Career Programs

ModuleOne

ModuleTwo

ModuleThree

ModuleFour

PersonalisedProgramDesign

Personal Informat

ion Building Blocks

PersonalScenario Analysis

CareerDirections

Development

Clarification of Objectives

Program Design

Deadlines/Resourcing

To be selected from:

• Career Analysis and Review

• Birkman Profile

• Campbell Interest & Skills Survey

• Personal Directions Analysis

• Leadership Effectiveness Analysis (360)

• Partner Input

• Career Directions Evaluation

• Job Target Preferences

• Personal Life Goals

• Gap Analysis

• Prioritisation of Issues

• Expert Follow Up/Input

• Synthesis

• Overall Career Options

• Employer Review

• Career Strategy Map

• Developmental Action Plan

• Follow Up Coaching

• CSI Tools

ModuleFive

Follow UpCoaching

As agreed with client

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Strategic Leadership Effectiveness

1. “We need to create a Leadership Profile which will enable us to deliver our future business strategy”

2. “We need to communicate our Top Team vision down the line more effectively”

3. “We need to custom-build our leadership development initiatives - both to the company need and the individual need”

4. “We need to measure the effectiveness of our leadership development”

5. “We need to help our leaders to become better change agents and catalysts”

6. “We need to develop a process which links together our people development initiatives”

RightD&A addresses these issues through Strategic Leadership

Development and Change Leadership Workshops

Challenges with which we could help

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Strategic Leadership Development Program

Purpose of ProgramTo integrate leadership development initiatives with business strategy by:- clearly defining key leadership behaviours required by the organisation- assessing individual leadership potential to deliver on the organisation’s objectives

Structure of Programs- Comprehensive process involving team workshops and individual coaching over a period of one

year

Organisational Goals- To create a method of communicating the Top Team’s vision of the required leadership

behaviours- To custom-build individual coaching to specific areas of personal need within the framework of

agreed corporate priorities- To create individual action plans for targeted behavioural change which are specific, time-

bound and measurable- To provide a basis for measuring the success of leadership development initiatives

Expected Participant Outcomes- Better understanding of personal leadership profile and gaps relative to desired profile- Clear action plans to close any gaps- Performance improvement via behaviour modification

Overview

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Strategic Leadership Development Model

STAGE 1Create Leadership

Profile

STAGE 2Leadership

Analysis

STAGE 3Needs Analysis

STAGE 4Developmental

Action Plans

STAGE 5Re-assessment

Identifying the key leadership characteristics required to deliver the

business strategy. This profile:• is unique to your organisation

• provides a benchmark

Measuring your leaders and future leaders

against this benchmark using a 360° questionnaire

Identifying the development needs for

each individual leader and creating a tailored development plan

Providing executive coaching to individuals whilst they

implement their development plans (Typically 9 - 12 months)

Retest using the 360° questionnaire to measure the effectiveness of the behavioural change in

aligning Leadership with the Business Strategy

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