TALENT STRATEGY SERVICES

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COMPETENCY MODELING

We work with organizations to identify the skills and behaviors that are critical to the success of leaders. We help organizations build competency models that drive leadership development, performance management, succession planning and other talent management programs.

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SUCCESSION MANAGEMENT

We help develop strategies to create pipelines of high-performing leaders who are prepared to take on additional responsibilities. We are able to identify critical competencies, create methods of assessment, assist in helping leaders grow their experiences and development programs and provide insight into the talent potential in individuals and specific groups. 

TALENT SELECTION ASSESSMENT

We use assessment tools to evaluate candidates for positions, using the evidence-based, scientifically valid Hogan Assessments, Korn Ferry Assessment Solution and the California Psychological Inventory 260. We also are able use cognitive and reasoning assessments, including the Horan Business Reasoning Inventory, the Hogan Judgement Index and Ravens APM III. We develop ideal profiles for specific jobs and combine information from assessment results, resumes and interviews to provide a comprehensive evaluation of candidates, recommendations for hire and areas of focus for development given the profile of the candidate and the job profile.

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EMPLOYEE ENGAGEMENT SURVEYS

We conduct employee engagement surveys to measure the most important factor to the success of organizations. We use engagement surveys to measure an organization's relationship with its workforce to identify strengths and opportunities to maintain and create an enthusiastic and engaged workforce. In our surveys, we are able to use normative data that compares your organization's engagement level to those of thousands of other organizations.

ORGANIZATIONAL CULTURE SURVEYS

We use organizational culture surveys to examine the workforce's alignment with its mission and values, and the organization's needs for adaptability, consistency and innovation. We are also able to use the science of personality to compare an organization;s most senior leaders with the culture and the needs to assist them in driving organizational culture change.

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CHANGE READINESS SURVEYS

We use change readiness surveys to measure and help organization's overcome the innate resistance to change that exists in almost any organization. For many employees, change is viewed as something that threatens the good and runs the risk of exacerbating the bad. Our change readiness surveys use personality psychology to survey the workforce, identify the concerns within the organization and its units and help target interventions during the change management process.

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