Talent Optimization

Design

• Align the organization's structure to the business strategy and develop that activity into a habit, in order to keep pace with evolving needs. This is not a one-time event.
• Map leadership competencies to the strategy, plot senior leaders' fit to those competencies, and identify gaps that may require leaders to stretch, replace, or delegate.
• Create awareness of senior team member similarities and differences, demonstrate self-awareness and a willingness to grow, and set the cultural tone for the rest of the organization

Hire

• Solicit stakeholder input from the hiring manager and beyond, such as a high performer in a similar role, to clarify job requirements in objective terms rather than vague concepts.
• Pinpoint the behavioral drives and cognitive ability candidates need to be successful in a job, and quickly identify those who are (and those who are not) a natural fit - with data.
• Use assessment data to give interview teams the ability to see how each candidate would fit within the team and company culture.

Inspire

• Develop servant leaders at every level and encourage awareness of self and others. Equip leaders and direct reports to understand the similarities and differences between them, and converse about the best ways of working together.
• Identify new jobs while the organization matures, not after. Career pathing is more than a conversation once a year; it should be a steady rhythm that is forward-looking and future-driven. This enables the hiring of more committed candidates and encourages existing employees to seek out regular changes of position that align with their natural abilities.
• Reinforce culture as a catalyst for individual and collective productivity by frequently communicating cultural norms, addressing adverse behaviors, and rewarding cultural champions.

Diagnose

• Measure people data such as behavioral styles, culture, employee engagement, and job performance to uncover the people problems that are the root cause of business problems.
• Prioritize problems in terms of magnitude, relevance to business outcomes, breadth, and repetition in order to act quickly and in a variety of ways that resonate with those impacted.