Talents and succession
We help in identifying talents (among others through the Development Centre programs), we develop and implement Talent Development Programs working with superiors and mentors indicated by the organization.
We are convinced that knowledge, competence and experience are the foundations for the development of people with high potential, but it is important to work with beliefs, attitudes and values.TALENT DEVELOPMENT PROGRAMS
Workshop DEVELOPMENT CENTRE
- Previous questionnaire diagnostics (e.g. Insights Discovery)
- Working with the Insights Discovery Report (feedback results, explanations, additional tips for change and development)
- Use of individual competence matrix (Zenger and Edigner model)
- "Multidimensional Talents Model" - diagnosis of strengths in the professional and personal areas. Talents are understood as natural patterns of thinking, feeling, and behaviour.
- Working on PDP (Personal Development Plan) - with moderation and with individual trainers’ support
- Individual feedback to the overall Development Centre results
- Diagnosis of attitudes and beliefs - reveals the "mental level": blocking beliefs and attitudes, stimulating motives, self-development vision and also preferred working style and cooperation with others
DC Workshop Results:
- Individual Insights Discovery report
- "Development Area Map" strengthening the participants' strengths
- "Talent Map" for the development, enhancement and use of professional activity
- Prepared (together with consultants and mentors) the Personal Development Plan
EXAMPLE TALENT DEVELOPMENT PROGRAM
We run multi-tier, lasting 3 to 10 months Talent Engine ™ programs. The Talent Development program includes modules which content is planned in close collaboration with the client and is tailored to the current competency requirements and profile of the organization's leader.
Module I. Personal Effectiveness
Skills improvement to self-management, use time efficiently and own energy management.Module II. Manager work tools
Developing relevant management skills: MBO, tasks delegation, evaluating, forwarding feedback, recruiting to a team.Module III. Exerting influence and building relationships
Introduction to learning leadership without formal authority, the ability to build relationships, motivating and engaging others to collaboration, persuading and inspiring.Module IV. Intelligent leadership
Participants preparation to take the lead in the organization. Confronting own knowledge and experience with the latest knowledge and trends in the area of leadership. Tips and tools for developing competence to lead others.Module V. Team effectiveness
Team building. Working with diffused and diverse teams. Team roles, team potential management. Cohesion and motivation of the team.Module VI. Development of subordinates
Diagnosis of development potential. Principles of adult learning. Positive expectations, planning the development of subordinates. Manager as coach.Module VII. Leader of the change
Initiation and implementation of changes. Directing people during the change. Communicating and engaging the team to the change. Maintaining motivation in the period of the change.Module VIII. Follow up and summary of the program
Summary of results, determining directions for further development of each participant in the program, evaluation of individual development plans. During the program the participants take part in the group coaching process using the "Action learning" method.