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At the core of any 
great company is a set of well-defined values
and beliefs 

Organizational Integrity

At the core of any great company is a set of well-defined values and beliefs that guide the definition of the behaviours, systems, and practices required to achieve the business goals.  A strong corporate culture assists in attracting and retaining talented people.  It also creates an environment that enables those talented people to realize their full potential.  We take the executive through rediscovering the values of the organization and provide them with a concrete foundation for implementing them throughout their team.

Every organization is different; to be successful we tailor our approach based on the organization and the executive we are assisting.  Components of our approach may include;

Strategic planning

We provide Strategic planning sessions for businesses and non-profit organizations wanting to create or redefine the purpose, values, or direction of their organization.

Step 1 - Planning the Strategic Process

Step 2- Creating Your Future

Step 3- Assessing Current Situation

Step 4 - Developing Your Strategy

Step 5 - Planning For Action

Step 6 - Implementing and Evaluating the Plan


Strategic planning should not be confused with long-term planning.  

Long-term planning sets goals for a specific period.

Strategic planning is based on anticipated changes in the environment;

  • involves getting input from a diverse cross section of individuals and the various levels of the organization.  May sometimes include constituents from the organization’s external stakeholders. 

  • provides the opportunity to incorporate new ideas and approaches into the organization.

Business Assessments

How many times have you been in a meeting only to realize that the solution is being discussed before any real analysis has taken place?

Too many organizations rush into solving the problems of today, by creating the solution for tomorrow - only to realize that they were focused on the symptoms of a larger issue.

The Business Assessment process uses the objective process of moving from the “As Is” to the “To Be” model.

Talent Management 

Leveraging Talent in the Workplace begins with the vision from the leadership team.  The challenge is uncovering the talent, which at times can be more difficult due to the combination of many factors, one which is behaviour.  Most organization’s performance plans address development in skills, expertise and competencies, however they fall short in the working with the unique behaviours of the individuals.  In many cases the individual is left with pieces of the puzzle, yet unable to see the whole picture.  It is not for lack of understanding the value of each piece; it is about discovering the best methodology for them to fit everything together. Two keys areas of focus are:

Retention Strategies for Key Employees.  

Sets an effective strategy for retention of key employees by recognizing their unique strengths and building individual career plans with them.  Often, this is the key to gaining their commitment to your organization.

Succession Planning.  

Is a blend of competency mapping and professional assessment for key rolls within the organization.  The focus then shifts to coaching Management on how to identify, develop and support high potential individuals for those positions.



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