People / Strategy / Alignment

Our work begins with clarity on your business objectives, defining clearly your desired "future state." We then review your entire current talent program:

• Talent attraction - components such as recruitment acquisition strategy, induction, on-boarding, benchmarking internal and external talent.
• Talent Retention - components including goal setting, feedback, reviews, compensation and benefit structures, performance programs. 
• Talent Development - components including skills assessment, coaching, mentoring, learning, succession.
• Organisation effectiveness - org design, job design, culture, DE&I, engagement.

• Current Portfolio – “focus to align to long term value creation” 

Talent Audit – for CEO and other key risk “C-suite” individuals. Focus areas include Success Profiling, Assessment Tools, 360 stakeholder evaluation. Referencing of key individuals, internally and/or externally. Understanding of “current capabilities” to include skills, experience, competencies, leadership. Recommendations on potential, skill gaps, development areas.

Portfolio Company Talent Strategy – Diagnostics to evaluate whether PortCo HR strategy aligned to strategic business objectives. Work with PortCo HR and either “up skill” current HR team or build new capability. Focus to ensure “long term value creation” can be met through the right Talent focus disciplines. 

Board Evaluation – Framework review for hiring process. Including skills matrix, Director and Chair position descriptions, process for referencing etc. Review of portfolio wide fees structure for boards. Framework review for Board fees, performance measures etc. Aligning individuals experience, their value adds, complimentary skills additions, culture fit and ensuring the right motivations. Discrete market referencing.

• New Investment Diligence 

Talent Due Diligence – Evaluation of CEO and key leadership for target investment company. Market referencing on capabilities, track record of performance, leadership qualities, potential blind spots and development areas etc. Partner with investment team to evaluate quality of leadership team, potential to deliver to new shareholder strategy. Gap analysis. 

Talent Analysis – Evaluation of talent with focus on ability to deliver to new shareholder expectations. Success profiles, position descriptions, competency and skills frameworks, organization design etc. Future workforce planning, prioritisation of critical hires. Build and buy strategies.

Market Referencing – discrete evaluation of key individuals, their track record, their management and leadership styles, skills, experience, competencies, blind spots, motivators. Cultural alignment. Understanding of what they bring, how they may adapt to new strategic goals. 

Board – If a current Board is in place what is the makeup, skills analysis, the charter under which they operate? For future state – definition of optimum Board composite, including roles, responsibilities, committees, model for fees.  Implementation of amendment of Board charter fit for future strategic direction. 

Working with individuals and/or teams we can review your go to market strategy including current client penetration, target client strategy, sales methodology, opportunity and pipeline management, conversion, account strategy and branding. For those in a client facing sales or account management role we can help them maximise their impact in the market, their sales acumen and opportunity conversion.  

There are specific scenarios where it is vital to have a comprehensive talent map aligned to the goals of the future workforce plan.

Key person risk – it is prudent that beyond internal succession capability there is a clear suite of target candidates in the external market, identified and understood, for all “key person” positions within your organization. At the point a high performer, high potential, leaves the organization it can create significant disruption to the operating model. In parallel to the opportunity to promote, transition from within, it is beneficial to have a benchmark of relevant external talent to evaluate through the recruitment process. These “live” maps ensure unplanned recruitment exercises can be completed to a shorter timeframe and with valuable insight and data.

Forward workforce planning – in prioritizing important hires for the organization, in defining the success profiles for these roles, targeted market mapping enables you to have visibility to the quality of the external talent market and allows you to make decisions on how best to plan and prepare for future appointments. 

Workforce of the future – market maps to solve for skills gaps that will appear as the workforce of the future changes. Market maps enable a view of the likely talent pools and capability compared to in house development. The maps identify what talent can be engaged, but importantly will highlight where there are gaps and scarcity in the target market. 

Scarce Resource - the world appears to be being disrupted as much now as it has at any time in history. AI, ESG, Risk, data analytics, process transformation, de-carbonisation - these and others are all having a profound effect on the skills required in the workforce for the future. In many evolving areas there is simply not the depth of resource to support the demand. Talent maps provide insight into the talent available and commentary around relativities. This allows for acquisition processes at, or ahead of need.

DE&I – to be strategic about gaining access to breadth of diverse talent within the total market. The value of genuine diversity in the workforce is hard to realise and takes time and strategy to get right. Target market maps for genuine diversity allows for a richer workforce plan and hiring decisions. 

Career - throughout our journey we reach points that cause us to question our direction, our impact, our motivations and fulfilment from our career choices. We can help you redefine your personal brand, your professional brand, quantify your motivations, and focus clarity on the ultimate destination for your journey. We can equip you with the narrative to clearly articulate your value and impact, and the strategies to ensure you find the best suited next step. 

Leadership - We all know that leadership is a journey, not a destination. The demands of a leader are changing rapidly, and change is almost the only constant. Our frameworks enable you to see the leader you are today; give insight into the impact you can have as you evolve your leadership style. Leadership does not come from a textbook, it comes from authentically displaying and living the head and heart factors critical to employee engagement and collective outcomes. Each leader is unique, and they need to understand their own decision styles, their impact on others. Our role in coaching is to help you know yourself and work on constant development.

Management - As distinct from leadership we strip back the tools of management, frame the effective execution of leadership via vision, values, culture, ways of working. We help you identify the fundamentals of good management, execution of strategy through engagement of people and work. We work through structure, breaking down strategic goals into timeframes, processes, utilisation, performance and measurement. 

Mentoring - everybody can benefit from those that can be used as sounding boards, offering advice, working through problems, situations, the evaluation of opportunity cost to decisions. An effective mentor will truly listen, partner to work through situations, offer advice to be evaluated, observe and share learnings. We are adaptable to each individual and deliberately meet them where they are at, in order to form the basis on a rich mentor relationship.