Consulting Focus

While each client assignment has a unique objective and approach, our work focuses in several areas of expertise.

Leadership Development Strategies: We work with clients to build the leadership capabilities required for more effective organizational performance and implementation of change. For example, we are assisting the Federal Aviation Administration in developing a comprehensive "executive workforce planning" process.

• Implement practical, business-driven talent reviews and succession planning.
• Redefine management roles and the capabilities required to perform effectively.
• Identify the strengths and development needs of current talent, typically using multiple source assessment inputs.
• Formulate individual development plans, which emphasize work-related learning experiences.

Human Resource Leadership: We work with clients to align the organization, roles, and capabilities of the human resource function with strategic priorities. For example, we led an HR team through a self-examination process to define the "future HR" , resulting in action project teams addressing five priorities. In another company, we conducted a review of the function with the Corporate HR VP, resulting in a redefinition and strengthening of the corporate HR function.

• Define the structure and roles that best enable needed functions, including business unit teams, initiative/expertise teams, shared services, and outsourcing.
• Develop capabilities through a process of assessment, development planning, education, and work-related learning, using proprietary assessment and development planning materials.
• Facilitate the design and implementation process vital for effective and lasting change.

Staffing Strategies: We work with clients to define the capabilities and staffing levels required to implement business plans, forecast staffing availability and surpluses/gaps, and define staffing actions required. For example, we helped develop a workforce plan for the merger of two insurance companies and for addressing staffing needs in underwriting and claims areas.

• Develop staffing models to define staffing and cost implications of alternative forecast scenarios.
• Determine key factors contributing to retention and development of critical skills, in the face of intense market competition for talent.
• Formulate and implement strategic staffing plans and action plans for meeting needs, including recruiting, redeployment, and staff reduction.
• NEW: STRATEGIC STAFFING TOOL KIT - a guide to practical approaches and tools, including an Excel spreadsheet template for building a staffing model.

Performance Management: We work with clients to align performance with the company values and business priorities. For example, we helped a rapidly-growing restaurant chain design and implement a process focused on key business unit, team, and individual performance factors.

• Define key result areas, performance objectives and measures, action plans, and accountability for results.
• Design and implement performance review processes and incentive compensation to recognize performance.
• Design and implement systems to increase customer focus and deliver consistently high quality services.

Human Resource Strategy: We work with clients to address people-related issues that are critical for implementation of business strategies: mergers, globalization, market growth, product innovation, restructuring. For example, in a major pharmaceutical company we helped a project team develop an HR strategy for worldwide manufacturing.

• Apply a rigorous process for examining business issues and strategies, defining people-related business issues (opportunities or gaps), and shaping strategies to address them.
• Align human resource practices and processes and the human resource function with these strategies.

New Career Models: We work with clients to define and develop the capabilities required for future business success. For example, with a "big five" accounting/ consulting firm, we developed innovative models for career progression based on defined capabilities required in the organization to meet future customer, business requirements in mind (at each level and in each functional or business area).

• Define capabilities by working with a project team ("expert panel"), applying a streamlined methodology focusing on changing business requirements.
• Develop career models that provide a framework for assessing individual capabilities, development planning, and progression.
• Develop strategies for learning, development, and knowledge sharing to support business needs.