Talent is anyone in your organisation who has the ability, engagement and aspiration to do a great job now and in the future.

We will help you identify the skills, knowledge and behaviours needed for your organisation to deliver its future strategy.

By clarifying the capability requirements of your workforce, you will be able to know whether you have the current skills in place to meet business objectives. If there are capability gaps we will help you to act now to identify, select and develop and retain people for roles critical to future success.

We will quickly understand your business priorities, short and long term strategy and I will then work with you to define what should be the ‘talent’ requirements for your organisation. We will introduce a methodology for selecting and assessing talent, we will analyse the outputs, give recommendations for developing your talent and design and deliver talent interventions. At Board and Director level we will design a meaningful, pragmatic and effective succession process which benchmarks against best practice.

Attraction & Selection

Identifying the key skills, knowledge and behaviours needed within specific teams or across the wider organisation. Objectively selecting the people who can best meet those requirements.

All organisations are looking for ‘talent’, but you want to ensure that the person you hire has the right skills and cultural fit to help the organisation achieve its objectives/goals. Often, there can be a mismatch between candidates and organisations. We will help you to design a selection process which enables you to make the right objective decision for your business.

Using attraction and selection best practice – application forms, interview criteria and questions, recommendation of psychometric testing – we will design a bespoke selection process based on getting the best fit candidate for your culture and talent requirements.

Diversity and Inclusion

Organisation success is not achieved through individual talent – rather it is the working together in an inclusive way of people with different thinking styles, ideas and backgrounds (social, ethnic, gender). This is increasingly the case in an unpredictable and ambiguous business world.

Not only is D&I the right ethical approach, there is a powerful business case in needing to harness a wide spectrum of approaches to enhance the likelihood of a successful outcome.

We will look at the diversity within your teams through different dimensions: gender, ethnicity, and also work preferences/thinking styles to see where there might be a gap or opportunity to recruit someone new/different into your team. Where appropriate we will use profiling tools amongst existing team members.

Graduate Schemes

Your organisation may benefit from hiring graduates with fresh perspectives, attuned to the latest technology, open to challenge, enthusiastic, energetic and with limited preconceptions about company culture. They can be developed through a structured programme of activity.

Graduate schemes are a way of training people with raw potential to fill future organisation requirements by introducing them to generalist/ specialist experiences and assisting them to rapidly grow their internal network.

We would see what future business strategy/ objectives you have in order to determine the number and types of graduates which would be beneficial to the business. We would then design a pragmatic and creative stretching programme with diverse elements which fits with your organisational structure to accelerate their learning and imbue them with the company culture.

Assessing Potential

Identifying the people within your organisation who have the ability, aspiration and engagement to make a major contribution to the organisation (now and) in the future.

So that you can invest resources (time, money) into the individuals who are likely to have the biggest positive impact on the organisation, so that they can be given tailored development and career planning and to retain them.

We will apply best practice and create a process to assess high potentials suitable for your organisation’s ambitions; this may include using existing employee data, designing questionnaires, interviews or assessment centres or recommending insightful psychometric testing. We will create the toolkits and guidelines to enable you to have motivational conversations with those identified as having potential and provide coaching on how to approach discussions with other employees who exhibit high performance but not necessarily potential.

Talent Interventions

Development experiences specifically designed for those employees identified as having the most potential to make a positive future impact on the organisation. (Or review your existing approach and recommend improvements. When budgets are constrained, investment must focus on the individuals and areas which deliver the biggest return).

Employees identified as high potential will need more tailored, stretching and possibly cross-functional experiences in order to accelerate their development and maximise their contribution. Additionally, talent ‘programmes’ can act as vehicles of engagement and retention.

Determined by your organisation’s strategic needs and culture we will design a talent programme which comprises group, individual, classroom-based, virtual and non-traditional development interventions. For example, we will provide guidance and toolkits for effective mentoring, create career planning guidelines, present recommendations for cross-industry learning and partnerships with other organisations, work with you to identify motivational and stimulating community projects which teach new skills. We will ensure that all interventions have clear objectives and partner with you so that the return on investment is measurable.

Succession Planning

Knowing which of your people have the skills, knowledge and behaviours to take senior level roles as emergency and preferred successors.

So that your organisation can have confidence that it has sufficient calibre of internal candidates when unexpected movement occurs so that it can mitigate risks to business continuity, or/and has identified external people to fill these roles. It prevents organisations from being reactive and enables key people to be targeted for development investment.

We will share current trends in succession planning, best practice and work with you to design an approach which is easy to implement, robust, whilst giving maximum impact. We work in an engaging and inclusive way so will ensure we collaborate with some of your senior leaders so they are bought in, help shape and feel they own the process which selects their future successors and key leaders of the organisation.