Sometimes senior executives and middle managers receive direct or indirect feedback suggesting some perceived shortfall in leadership capability, style or impact. It may result from a promotion process, a job interview or simply arrive unsolicited and ‘out of the blue’. At times such feedback can often be vague, subjective and contradictory. Or it can be brutally accurate and understandably difficult to accept. In some cases it may even prompt a process of introspection as one considers their career options.
Whilst every situation is unique we believe every leader benefits from an objective appraisal, a mutually agreed outcome and a practical plan to achieve this. Our Talent Development Process leverages our talent identification expertise by utilising a discrete number of empirically based selection tools in combination with specialised interview techniques and analysis. An experienced Talent Solutions consultant then works with the leader through a process of self-reflection, acceptance and development planning. This often involves further involvement by the same consultant as an executive coach to assist in developing specific leadership capabilities, leveraging existing strengths or exploring alternative career options.
Whereas talent management addresses organisation-level needs, our Talent Development Process addresses individual leader needs and delivers practical results in relation to capability development and career planning.
