Talent Management
Talent issues continue to be significant issues for founders, owners and senior executives. However, while many companies have developed a strategy for running their business, they don’t have a strategy for managing “critical” talent issues in their organization. This puts them at a great disadvantage in the marketplace. Talent management should begin the day a person is hired into the organization and end when he/she leaves.
Successful companies understand the need for strategies that maintain a high level of talent in the organization. Developing talent with a formal Talent Management Strategy provides a sustainable source of advantage that continually adds value to the company. Opt�mance works closely with a company’s Senior Management team to create a strategy that addresses the company’s need to increase their current effectiveness levels, as well as long-term achievements and the retention of critical talent.
A successful Talent Management Strategy must be multi-faceted. The strategy must include a variety of programs that are integrated to form a dynamic and synergistic framework. These initiatives include:
These custom-designed programs include assessments, one-on-one interaction, targeted online competency tools and competency-based performance systems.
Executive Development
Today’s business climate no longer allows managers and leaders to develop skills along the lengthy growth curves of recent years. Executives are expected to perform at a consistently high level. However this has become more difficult with increased competition, shorter product lifecycles, and a rapid growth of international markets.
Developing managers and leaders in this climate requires a quick and targeted response. Optîmance’s Executive Development services make certain that the strategic requirements and the right management capabilities are in alignment to raise the level of the company’s performance.
Executive development allows your organization to attract, grow and retain talented and committed executives. Our create measurable results through individual assessments, succession planning and executive coaching.
Our hands-on approach differs from other programs, in that the coach and the executive consider the unique factors that shape your organization, such as the corporate strategy, values, culture, client base and external business climate. Executive development gives your executives the opportunity to identify, understand and develop their own unique strengths, ensuring successful execution of your organizations goals and strategies.
| Coaching Industry vs. | Strategic Executive Development |
|---|---|
| Tactical | Long Term |
| 3 to 6 Month Program | 12-24 Month Program |
| Fee based on Participation and Satisfaction | Fee based upon Measurable Impact |
| Loose tie to strategy | Direct Link to Strategy |
| No tie to execution | Direct Link to execution |
| A singular coach | A strategic executive development team leader with a team of Business Execution Advisors |
- Leadership Development Through Coaching! Around the World
- Learning Development Through Coaching (LDTC) is a formal leadership development process in which a qualified coach works one-on-one with an organizational leader. It can take several forms from providing assessments and feedback through true Executive Coaching. The coaching process unfolds in a series of dynamic, confidential sessions designed to help leaders establish and achieve clear goals that result in improved managerial performance and greater leader impact. Coaching is intended to help leaders deliver the buisiness results that will meet their organization’s objectives
- Executive Development Tracking
- CoachTrack can be used to track individuals or groups that are going through coaching. This gives you a snapshot, in real time, of where everyoneis throughout the process.
