Talent Management
Consulting
The right people for the right jobs
at the right time
The landmark study, Overcoming Stall Points, conducted by The Corporate Strategy Board concludes that 88% of the contributing factors to significant growth stalls in companies were under the control of the management team. And the third most prevalent factor contributing to growth stalls is Talent Bench shortfall. Positioning the right people for the right jobs at the right time is both an art and a science.
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Success Management
Stratton Consulting has developed a comprehensive process based on the understanding that talent management and succession must be hardwired to an organization’s strategy, not organizational charts. Executives walk away from the process with their own development plans, team succession maps, risk analysis of their key talent, and a plan to address all potential vulnerabilities through internal development or external recruitment.
We take the time to:
• Understand the implications of the strategy on people
• Develop job profiles for the future
• Design risk assessments on people and positions
• Conduct 360 evaluations of the current leadership
• Provide a gap analysis discerning issues specific to the current status and future requirements for success.
Organizational Design Consultation
Environment dictates strategy…strategy informs structure.
Stratton Consulting understands this. Our intervention on organization design starts with an in-depth understanding of the current environment our clients are challenged by AND their relevant business strategy to execute going forward. The strategy must be clear in order to design a structure that enables effective execution. The goal of work is to Identify the critical organizational capabilities required for success and then subsequently the design of those functions and the understanding of the interdependencies.
360 Executive Leadership Assessments
Stratton Consulting develops and implement customize 360 leadership assessments, specifically for executive leadership positions. The assessment measures an executive’s effectiveness across four areas:
1
Primary Functional Responsibilities
2
Business / Technical Competencies
3
Leadership/ Management Competencies
4
Executive
Derailers
We start by designing the 360 assessments, administrating it across critical interdependent relationships, summarizing and delivering a 360 report and finally taking the time to interpret its findings with each senior leader. The outcome is an executive leadership development plan that leverages assessed strengths and addresses assessed gaps.
Executive Coaching
Timely feedback. Relevant development plans. Strategically competent leaders.
Executive one-on-one coaching is a core competence of Stratton Consulting. And it starts with a realistic understanding of how people perceive your effectiveness as a leader. Our 360 feedback tools are custom-designed for every client. We believe that determining the most effective capabilities and behaviors needs to be informed by the strategy of the business, not from a library of off-the-shelf definitions. Our experience tells us a 360 process provides the highest value when participants realize that the evaluation is based on timely, relevant attributes and required capabilities for the present and the future state of the business. Furthermore, development goals must be focused on a few highly important areas for improvement.
Ready to Learn More?
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