The first step in bolstering individual performance or leadership effectiveness is having a clear and consistent understanding of what ideal behavior looks like. We help you create behavioral templates that reflect superior performance, whether for key roles like Leadership, or for specific jobs like Sales Manager.

The methods we use follow rigorous procedures for engaging subject matter experts to help us first understand the business challenges facing people in these roles. Subject matter experts then help us determine what behaviors are needed to effectively address those particular business challenges. We then articulate and codify those behaviors into a logical framework for easier application.

The result is a detailed outline of precise, concrete, observable behaviors tied to the success of your business. These tailored competency models then serve as the anchoring foundation of multiple HR systems so that talent decisions are accurate and integrated. Furthermore, the templates and applications are "face valid" or credible, and thus embraced by users, because the methodology involved constituents and produced templates that are clearly linked to organizational success.

360 assessments and multi-rater feedback tools help define and measure behaviors associated with organizational success. The 360 assessment process enables individuals to compare self-perceptions to perceptions of others. While conventional performance appraisals generally offer only the manager's perspective, the 360 process provides a more complete picture, incorporating additional input from direct reports, peers, and customers. This comprehensive snapshot provides valuable information about strengths, challenges and style of achieving results.

We create customized 360 assessments for our clients based on their defined values and current/future needs. When clients already possess their own 360 assessment, we debrief and coach leaders around these instruments and help them form actionable plans from their results. We also help clients create employee engagement surveys and other measures of organizational and team performance that require multiple perspectives. Having deployed these tools in large global engagements, we help clients of all sizes manage and execute these processes effectively.

The result is a robust, comprehensive assessment of leadership behavior as seen by all relevant stakeholders, which in turn helps executives acknowledge and leverage their strengths, as well as recognize and overcome obstacles to their own and their organization's success.

Thriving organizations seek to identify underlying cultural assumptions at play throughout the enterprise that impact organizational performance. This typically begins with a commitment from leadership to discover and improve the key linkages and alignment between the organization's culture and the critical strategies of the business.

The methods we use to more closely examine key features of organizational culture are identified in collaboration with clients, and often involve a culture workshop wherein participants identify contributing behaviors, symbols, language, and physical space arrangements. From this output, the values and norms that shape crucial artifacts are deduced. Finally, the group attempts to identify the assumptions that would explain the constellation of values, norms and artifacts. Other alternative methods involve organizational surveying and/or iterative interviewing of members involving both insiders and outsiders.

Our diagnostic methods help clients better understand the meanings employees share that help them interpret everyday organization life. These understandings signal what is most valued by the organization and thus how work is to be done and evaluated, as well as how employees should relate to each other and to other significant stakeholders. Using careful diagnostics can help the organization make key decisions related to continuous improvement and even transformational change in organizations.

Organization improvement and renewal require discovery, or the process of assessing how the organization/group is functioning and determining optimal change intervention(s). We help clients develop a process that will provide relevant, accurate and complete data related to overall current functioning as well as comparisons to aspired "future state". We, in effect, help organizations or groups of people assess what is working well so that those things can continue to be leveraged, and what should be improved so that those important gaps can be closed.

The methods we use follow rigorous procedures for engaging organizational experts to help the client articulate key business challenges and/or cultural issues facing the organization. These experts determine what diagnostic tools (interviews, questionnaires, observation or unobtrusive measures) will best elicit meaningful data for evaluating organizational effectiveness. The process then includes a careful assimilation and analysis of the collected information in order to provide an appropriate diagnosis and recommendations for change.

The result is a thorough assessment of the organization's functioning as well as recommendations for reaching even greater potential. We produce and review a comprehensive assessment report with the client to enhance understanding of the business/organization situation and discuss specific recommendations for improvement.

Getting the right people in the right "seats of the bus" is crucial to organizational success. We use carefully selected and reliable instruments to provide a deep and detailed picture of individual leadership effectiveness. Individual assessment of executives in key roles and those in the leadership pipeline increases the likelihood of those leaders quickly reaching goals that lead to organizational success.

Our assessment team has extensive knowledge, experience and certification with many tools, including the Myers Briggs, Hogan, CDR, 16PF, Birkman, Firo-B, Thomas-Kilmann, DISC, as well as other instruments that measure executive style, innovation, and key leadership attributes. We also use highly effective interviews to gain deep understanding of leader, team and organizational dynamics.

The result is a rigorous, accurate and well-rounded picture of executive strengths, style and challenges that can help organizations determine the "best fit" of individuals for key positions and help maximize leadership success while minimizing the possibility of derailment.

Clarifying, in no uncertain terms, an enterprise's needs and top priorities provides a foundation for solid business decisions. By making the picture clear for others throughout the organization, the efforts of people, the decisions they make, and the resources they use can be better aligned with what will best drive organization success.

We use a variety of methods and diagnostics - from online tools to interviews to focus groups to offsite sessions - to fully understand our client's business context and challenges, and help them draw conclusions about where to concentrate organizational energy. .

The result is a clear map for how the organization will tackle its biggest challenges, including action plans for achieving critical milestones along the way. This level of clarity creates invaluable organizational efficiency and helps people at all levels make the best contributions to the business.

Through measurement practices, the central question to address is does the intervention make a difference? Our assessments or evaluations address this central question related to an intervention's goals. We design and execute comprehensive evaluations delivering useful findings as to the effectiveness of the development program or change initiative.

Be it demonstrating the Coaching Impact using Follow-up Surveys, delivering longitudinal ROI studies on Leadership Development and Action Learning Programs, or enabling high performing teams to better assess and drive performance using After Action Assessments, our methods provide measurement processes that demonstrate tangible results. For example, when developing leadership behavior we measure the evidence and impact of the behavioral change as judged by those around the leader.

Our clients find benefit in better understanding a program's learning outcomes, exploring changes in on-the-job behavior due to effects of a development experience, and gathering business impact information. The results of the these types of impact studies are useful to demonstrate strengths and outcomes of the practices, the value obtained from the development investment, and drive changes to the next generation of learning and development approaches.