Firstly we look at how well the aspirations and objectives of the business and its people have been defined and communicated. Put another way, this could be ‘what does great look like’?
Solutions here can come in many forms. A full business plan, a people strategy, company values, a competency framework, job specifications, objectives & KPIs are all part of the picture. In short, the more guidance people are given, the clearer people are about what is expected of them, and the more likely they are to achieve it.
Once it is clear ‘what great looks like’, the next step is to assess where the organisation, team or individuals are against this.
For the department or organisation, conducting a robust employee engagement survey or customer survey can be a critical factor in understanding how the organisation is viewed by its two most important groups, its people and its customers.
Finally, introducing robust organisational measurement via a KPI scorecard is another area where we help many of our clients.
The important outputs and points to understand with any of the above assessment mechanisms, is the gap between what great looks like (point A) and the current situation (point B).
With clarity on what ‘great’ looks like and now where the business, teams and key individuals sit in relation to that standard, our development can now be targeted much more specifically to achieve the required improvements, essentially closing the gap between point A and point B.
Here we work with each client to prioritise the areas for improvement, and agree the what, the when and the how. Examples are…
- Transforming the behaviours and skills of their people in a variety of personal and management disciplines via our unique training and coaching solutions or team development days
- Renewed processes and tools, to help support people in their roles
- On line applications such as HR & Performance management, learning management and talent management