planning should not be confused with long-term planning.
Long-term planning sets goals for a
planning is based on anticipated changes in the environment;
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.
the opportunity to incorporate new ideas and approaches into the
many times have you been in a meeting only to realize that the
solution is being discussed before any real analysis has taken
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.
Business Assessment process uses the objective process of moving
from the “As Is” to the “To Be” model.
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:
Strategies for Key Employees.
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
a blend of competency mapping and professional assessment for key rolls within the
The focus then shifts to coaching Management on how to identify,
develop and support high potential individuals for those positions.