Executive Coaching - In a tailored program, each executive begins with an inventory of core strengths and development areas. That inventory is compared to both the executive's current role responsibilities as well as his/her career aspirations. Focusing initially on current business responsibilities, the coach and the individual prioritize those strengths/development areas whose application/improvement will have the most material impact. Once developmental priorities are established and agreed, the executive embarks on a structured program to experiment with and incorporate new approaches into their roles within the "three dimensions of leadership": managing up, managing laterally and leading a team. Objectives are at the outset immediate: raise the executive's performance level and his/her results in their current role. As the individual gains success and confidence in their enhanced capabilities, the developmental focus shifts to other areas which are relevant to future roles.
Strategy Formulation and Testing - this is typically a very personal and in-depth exercise in which the client and the consultant take a "deep dive" into the client's current and/or prospective business strategy. In a process analogous to analytical "sparring", the goal is to identify/validate assumptions underlying the strategy, determine how and when they will be monitored/measured during execution and clearly define resources and capabilities (talent) central to the strategy's achievement. Testing a strategy can be done both within a corporate structure or with a customer universe to determine the degree of relevance/salience to internal and external customers.
High Potential Identification and Development - often performed as a follow-on to a strategy review, this effort is intended to identify individuals within an organization who, with development, have the potential to fill capability gaps. This program can have a near-term or longer-term focus, dependent on the immediacy of needs relative to organizational strategy.
Strategy Formulation and Testing - this is typically a very personal and in-depth exercise in which the client and the consultant take a "deep dive" into the client's current and/or prospective business strategy. In a process analogous to analytical "sparring", the goal is to identify/validate assumptions underlying the strategy, determine how and when they will be monitored/measured during execution and clearly define resources and capabilities (talent) central to the strategy's achievement. Testing a strategy can be done both within a corporate structure or with a customer universe to determine the degree of relevance/salience to internal and external customers.
High Potential Identification and Development - often performed as a follow-on to a strategy review, this effort is intended to identify individuals within an organization who, with development, have the potential to fill capability gaps. This program can have a near-term or longer-term focus, dependent on the immediacy of needs relative to organizational strategy.