How we can help you

We work with Executive and Leadership teams at all levels to ensure they are operating effectively as a team, especially important if they are not pulling in the same direction.

Behavioural Competencies are at the heart of what we do. If you’ve had bad experiences of competencies, are doubtful as to their value or have limited understanding as to what they are and how they are fundamental to driving improved performance, then we can help you.

We work with organisations to undertake robust and academically sound behavioural surveys in support of business activities such as competency framework development. We also develop bespoke tools for use in selection processes.

We work with organisations and senior management to help drive clear strategy, and establish clear direction for their teams.

We work with organisations to help identify their climate at all levels as this is often at the root of improving organisational performance, and fundamental to managing change.

We work with leaders at all levels in the organisation to help them become better leaders; coach them to identify and reach their potential.

We work with organisations and leaders to establish the right talent management and succession management processes. These are robust and more effective than you may be used to.

We work with organisations to identify the right approach for managing an effective 360 degree feedback process, with tailored outputs and full training on how to give feedback.

We work with organisations in order to develop robust and effective recruitment and selection processes to increase the chance of “right first time”.

We work with organisations to ensure that performance management processes are robust and underpinned by effective behavioural competencies, ensuring leaders are coached in how to manage competencies.

We work with organisations and individuals to ensure that leaders and aspiring leaders are able to identify their personal development needs, and have the opportunity to be coached through career choices and ensure they are in the right role.

We work with organisations, training and accrediting trainers to ensure that during and post our interventions you have self sufficiency in ongoing management of some of our key methodologies.

We work with organisations and individuals, helping teams and individuals to understand what drives them and how their personality can impact their performance and career choices.

We work with organisations and CIOs to help them develop and improve in their role and also to improve the performance of their team against a benchmarked standard of competency.

We work with organisations and service directors to improve basic service skills, driving up customer service behaviours and standards for client-facing teams.

We work with organisations in a number of ways, and tailor our approaches according to needs. We have outlined a number of themes from our experience of working with organisations, and these are shown down the left.

Run your mouse over those themes to see if any resonate, and if you wish to delve into more detail then click on the pop-up box that appears to provide an outline of how we may be able to help you.

In many situations we have case studies which help to illustrate precisely what we did with a client to help tackle some of the same challenges you may now be facing.

Our approach is based around our Integrated Framework™ which is all about driving up performance. In our experience of research and working with organisations, the most significant differentiators in performance are based around the facets shown in blue, underpinned by Climate. Run your mouse over the Integrated Framework to get a better understanding of each aspect of that framework.

If you are unable to find what you are looking for, then please do contact us as we are more than happy to use our knowledge and experience to identify and tailor potential solutions to your needs.

Strategic Objectives – All organisations and teams must have a clear sense of direction. This is key for establishing clarity of purpose and enabling critical success factors to be developed.

Critical Success Factors - CSFs are the measurable factors that define success. They are the measures that in, say, a years time you can review and say “yes we were successful and we can see how”.

Predispositions – This relates to our deep-rooted personality. It is also where we need to consider our motivational drivers. These both have a significant impact on our behaviours, which in turn can impact how effectively we operate at work.

Behaviours – The behaviours of leaders are critical to the climate of a team which has a direct impact on the performance of that team. Awareness of behaviours is therefore fundamental. It is in this area that we explore the effectiveness of competency frameworks. A competency is a “distinctive behaviour that leads to successful outcomes”.

Structure – One of the key levers that impact climate. The structure of an organisation and its impact on performance is key. This can include, for example, the actual hierarchical structure or the clarity of job designs . Any number of these will impact upon how people feel and perform.

Processes – One of the key levers that impact climate below. The processes that are undertaken within an organisation are key to performance. Processes would include business planning, team communications, decision making etc. Poor processes will impact performance.

Climate - Climate is “what it feels like around here”. It is measurable, and in our experience is a key differentiator of performance. i.e. those organisations and teams with a “high-performing” climate are more successful than those without. We have many case studies to demonstrate this.

Business Performance Outcomes – All of the above facets of our Integrated Framework are about identifying the key factors that Impact performance. Therefore, there are a number of areas to examine and differing entry points according to circumstance. Our whole rationale is predicated on working with you to identify what factors must be improved to drive out performance improvements.