A. Create a Talent Roadmap (Linked to Business Strategy, Process, Metrics)
B. Build Executive and Manager Support
C. Build Customized Tools (Performance/Potential Grids, Hi Po Definition, Management Profiles, Diversity Plans, Succession Plans)
D. Integrate Development Tools (Mentoring, Career Crossroads Model, Coaching, Development Plans)
E. Build Talent Development Skill set (To conduct and calibrate sessions, coach & provide effective feedback)
G Burns & Associates consulted with a Global Telecom and Technology company ($3B) embarking on a major turnaround under a new CEO. We were engaged by the Chief Human Resource Officer and custom designed all the talent tools, communication and processes for their top 100 executives. We helped develop Guiding Principles, senior executive peer feedback and “Immunity to Change” commitment sessions to accelerate new values role modeling and senior team effectiveness. We also facilitated all senior talent calibration sessions.
We helped unify the Talent Development model which leveraged a common performance and potential language, processes and tools. This enabled the Leadership team to have collaborative, calibrated discussions which led to Critical Talent retention and development decisions.
The Talent roadmap helped identify key positions and gaps. It was a key factor in the business building an effective human capital strategy which helped achieve its return to profitability in one year.
“Greg is a unique talent. He has a fine combination of operational and developmental HR skills and experience, crafted over a long and successful career with best in class companies who value people and demand results. His consulting services will match your exact needs because he has served as an HR executive on both the generalist and subject matter expertise areas and is current with the latest developments in talent, culture, organization, and assessment. His contributions in our work together in a challenging turnaround environment with high complexity on a global scale, were immediate and significant. He consistently delivers both tactical short term results and strategic long-term value.”
- Chief HR Officer, Global Telecom/ Technology Leader
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