BUSINESS SOLUTIONS
LEADERSHIP
& DEVELOPMENT
Driving Successful Outcomes
It is often said that business success is highly dependent on thoughtful but realistic business planning, followed by appropriate and timely action. This is only partially true, as successful outcomes very often come down to numerous human related variables such as leadership, appropriate human resource allocation, employee motivation, knowledge/skills, human behaviour, rewards, recognition, and organization structure. One or more deficiencies or gaps in these various attributes may break the best of strategies and/or well constructed action plans.
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When it comes to change, there is recognition that you can affect most, those things that you have the most direct control over, namely those things in the internal environment. In sharp contrast, while many changes in the external environment can be anticipated and planned for, very few can genuinely be controlled. As experienced globally in 2020, change happens, and it waits for no one.
Leadership, Coaching and Development
As shifts in the business environment occur, we know there will be times of transition where interim leadership is required to address business continuity until such time as a permanent resource can be recruited.
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In other cases, organizational inefficiencies are suspected or identified which have opportunities for change which will improve operational effectiveness.
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Depending on the size, depth, age of the organization, speed of growth/expansion, competition for similar expertise, formal training as well as hiring practices, there may be periodic coaching and development needs for key individuals.
CORE SOLUTIONS
Interim or Transition
Provide “hit the ground running” leadership expertise to fill the gap in order to maintain business continuity during employee transition
Lead or support the recruiting process to find a competent candidate while also
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maintaining the role portfolio
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enhancing tools and or processes for the role
Provide transition coverage, on the job training/coaching to the permanent candidate
Right Sizing & Organizational Structure
Evaluate the current organizational structure for inefficiencies:
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Role/responsibility overlap
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Multi layered management and/or 1:1 or 1:2 reporting relationships
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Areas where there is some responsibility but very little accountability
Determine if structural nuances exist and why
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Determine risk of change
Create various scenarios for organizational structure
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Pros & cons of each
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Financial impact
Executive Coaching & Leadership Development
Determine gaps or areas for improvement
Define goals, milestones, objectives, and success factors
Build a Rolling Action Plan with the individual to monitor progress
Define criteria with the employees manager/leader which best defines the ROI (return on investment) for the coaching/development project