Business Development Certifications
We can conduct in-house certifications on KornFerry assessments and processes. While the price will be approximately the same as the public certifications, we can customize the agenda to provide more time on potential applications in your organization. This will also reduce you travel and business cost. Essentially this is a one-time training that certifies those in the workshop to utilize the tools inside your organization and avoid future consulting costs. It requires no recertification and in most cases is a 2 day process.
LA101. This certification is 1 to 2 days and will provide the foundations of the research behind both the validated competency model and Leadership Development. You will actually experience the use of the tool set. Preferred before you use any of the other assessments, but not required.
Interviewing Architect. KornFerry’s structured interviewing toolset. Can be used in either paper version or an online annual subscription. Includes up to 100 alternative question, several follow up probes, optional look “fors” and evaluation forms. The electronic version also allows HR to provide designated interviewing packets to those involved in the interview electronically.
Learning Agility, viaEDGE Assessment. This online 20 to 30 minute assessment can be integrated easily into your succession planning process and is the most predictive instrument regarding identify and developing high potentials. It is also be used to help fit candidates to jobs that either require a lot of adaptability and change or those that require someone who is good at repetition. It measures Mental, People, Change, and Results Agility. It also measure self-awareness.
Business Development Workshops
The following 4 hour business development workshops can be delivered on your organization’s campus. These interactive workshops are designed to share best practices from 30 years of Senior level Human Resources/Organizational Development experience and 20 years of consulting with over 100 well known organizations. We will forward an Agenda for any of the following that you wish to learn more about:
This business development workshop will review the importance of selecting the candidates that best fit your culture and produce high performance once they join your organization. Simply hiring for the minimum requirements outlined in the typical job description will not achieve this goal. We know which skills best predict high performance and will help you learn how to create a high performance “Success Profile” with structured interview questions and probes. The workshop will also discuss the importance of validated assessments and pre-screeners. Did you know that the average unstructured interview is less than 2% better than flipping a coin!
Delivering a Great Customer Experience
Creating an organization culture known for great customer service simply does not happen by telling people this is important and pointing to a list of values placed in key locations throughout your facility. The key to great customer service goes back to my 20 years with Disney, where instead of training people on the delivery of service, we focused on understanding “your” the customer (In our case guest) experience. Essentially you need to evaluate every instance you interact with your customers (including both internal and external) either in person or electronically, putting yourself in their shoes, and planning how you can exceed their expectations. While the business development workshop will focus on some key best practices in responsiveness, personal accountability, communications, and service recovery, we include an exercise that involve identifying every potential customer “touch point” and exploring the difference in simply meeting expectations and delighting your customer.
Understanding Learning Agility-Tomorrows most Critical Skill
Learning Agility is defined as your ability to learn from your experiences and apply those learning when you are faced with new first time challenges. In today’s fast paced high change environments the importance of being highly learning agile is increasing every day. In this workshop we will discuss how you can assess your learning agility and more importantly develop it over time. Highly learning agile people make quicker transitions when promoted, because they adapt quickly. Learning Agility includes five factors including: Mental Agility, People Agility, Change Agility, Results Agility and Self-Awareness. While there are other factors that go into decisions to promote someone Learning Agility is proving to be the most critical factor.
Developing Your Leadership Skills
In this workshop we will cover several key concepts and predictors of leadership success. Starting with what we know about why leaders fail, we will demonstrate how important good leadership is to the success of your organization, what we know about successful leaders, the importance of knowing and leveraging your strengths and quieting the noise around your weaknesses. Good leaders are not good at everything – in fact most are good at a handful of strengths. The questions is: “Do you have the right strengths for your current role”? And if not what is the best practice for improving your weaknesses. We will discuss “blended” learning plans, with a focus on learning from experience and coaches/mentors.
Business Development Workshops
Building a High Performance Team
Designing a Customized High Performance Competency Model supported by key Success Profiles
We have years of experience assisting organizations in the design of competency models. Most organizations end up over simplifying their models. On the other extreme some organizations have attempted to create a competency models for every position in the organization and link competencies to deliverables and tasks. Find out why the answer is somewhere in the middle and what options appear to be the most successful. We will discuss “core” competencies, level specific competencies, functional job family competencies and leadership competencies. Creating a competency model that supports your unique business strategy, desired culture, mission statement and values, and high performance is essential.
Designing a Powerful New Hire Employee Orientation
First impressions are critical. Many new hires make up their mind about their long term fit with the organization during their first few days. An effective Orientation will set the tone for the new hire’s long term interest is staying with the organization. Most orientations I have observed miss the opportunity to build pride in the organization they have just joined. They fail to focus on why we are in business, organizational values and behaviors, the commitment to great customer service and teamwork. The importance of a welcome from the top, a discussion about important values such as innovation, creativity, etc. and an explanation of our products. The importance of a timeline discussing critical milestones in the organization’s history.
Building a High Performance Team Culture
For some organizations this is relatively easy, while others have a strong history of individual excellence and silos. For the later the transition to becoming an effective team can be a difficult change. This transition will require strong support from the senior leadership team. There are several barriers to overcome and we will discuss the need to assess the current state. We will discuss the need for a step by step plan to move the organization and each individual in this direction. Will also discuss the need for aligning leadership behaviors and protocols to eliminate contradictions. How will you measure your improvement and its effects? We will review what it looks like if you are unskilled.
Creating a Corporate University
This workshop will explore when it makes sense to create a Corporate University, and when it is preferable to simply maintain a training and development or Organizational Development function. We will also discuss the pros and cons of combining HR and a Corporate University. How do the functions of a Corporate University vary from a typical Training and Development function? Functions, tasks and responsibilities of an in-house University? Centralization vs. satellites? Discussion of programming.