Realize your strategic ambitions and strengthen the agility of your organization, by boosting your organizational capabilities, and by developing your talents and leaders

The fast and multiple changes in our environment force companies to permanently and quickly adapt themselves, knowing that the quality of their leadership and the engagement of their talents have a direct impact on their long-term growth.

Competences constitute the common language...

Competences constitute the common language and the foundation for all aspects of the management of talents in your organization, from selection to development, including performance evaluation and succession management. They must be coherent with regard to the strategic orientations of the company.

Examples of intervention:

  • Identify your competence model and align it with your strategies
  • Translate your strategies into organizational capabilities, identify your key positions and the critical skills which are attached to them.
Recruit the talents which your company needs today…

but who should further ensure the sustainability of your longer-term success, by a qualitative evaluation of their potential and their fit to your corporate culture.

Examples of intervention:

  • Validate the profile looked for in the context of your corporate culture and the defined missions of the position
  • Look for the required key competences, the level of potential and the learning agility among candidates, which would ensure their success and yours
  • Help you to make your final selection by a structured and qualitative process
Assess, develop and coach your leaders of today and of tomorrow…

so that they fully assume their role in the organization, the first step may be to check the match of their aspirations with the company expectations.

Examples of intervention:

  • Conduct a 360-degree assessment of your leaders, to identify their strengths and areas of improvement, and guide them in their development
  • Set up by training you on the tool your capability to use it independently
  • Coach individually your leaders, on their career orientation, their performance or their interpersonal skills
The organizational review and the succession management...

Ensuring that for every key position in the company, the potential successors are identified and developed is critical for executing your strategic ambitions. The organizational review and the succession management will allow a clear connection between your long-term objectives and the capabilities required to achieve these objectives.

Examples of intervention:

  • Facilitate or help you to set up a process of systematic review of your organization
  • Help you to develop your talents on short and medium-terms
  • Train your leaders to efficiently use the approach in managing their teams
Equip every manager of the company with the methods and tools…

so that he knows how to motivate, coach, have a dialogue, develop, recognize the members of his team, hence contribute effectively to achieve the company objectives.

Examples of intervention:

  • Set up or review your approach of annual dialogues and train your leaders in the use of the tool
  • Train your leaders to coaching their employees
  • Train your leaders to managing stress
Measure the engagement of your teams…

and work to improve or strengthen it as the motivation and satisfaction of your employees is without doubt an accelerator of business performance.

Examples of intervention:

  • Set up a motivation survey starting from your context
  • Help you in following up the results and in implementing appropriate corrective actions