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Talent Management and Personal Development Assignments

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Talent Review, Personal Development and Coaching

March 4, 2014 - In Assignment Portfolio, Talent Management and Personal Development Assignments - No comments yet

Topics Covered:  

Worldwide Banking Corporation – Principal Client: Senior Division Head

Business Issue

A senior divisional Head of Operations had determined that he had arrived at a time in his career when he wanted to take stock of accomplishments and review opportunities for further development as a basis for planning the next steps in an already successful career.  Supported by his more senior management, we were requested to design and provide a Personal Development and Coaching Programme.

How We Helped

The Programme consisted of two phases: talent review and assessment followed by a series of coaching sessions.  The talent review involved an in-depth structured career development discussion which covered autobiographical and career history, personal ambitions and aspirations, current development areas and aims and capabilities in relation to a range of general management competencies.  The career development discussion was supported by a number of psychometric and behavioural inventories.  After analysing all the data, we provided a feedback session to present and discuss the output of the talent review which included a summary of strengths and development opportunities.  This was followed by a development planning session to agree an overall development strategy and development objectives.  This development plan provided the basis for the coaching sessions.

Outcomes and Results

The development plan was shaped as aims were achieved during coaching meetings and longer term goals were established and activities commenced for their accomplishment.


Executive Development – Assessment and Planning

February 27, 2014 - In Assignment Portfolio, Talent Management and Personal Development Assignments - No comments yet

Topics Covered:

Major Investment Management Company – Principal Client: Head of Information Technology

Business Issue

The European services organisation supporting the business, had developed a new Vision, strategy and measurement framework.  The IT Executive wanted to focus their contribution by linking their business objectives and personal development plans to this new European Services strategy and framework.  Aims included demonstrating value for money and facilitating access to services.  Specific IT strategies were set out to achieve improvements with investment manager relations, people management, organisational effectiveness and efficient service delivery.  We were requested to help by providing a talent review and development plans for the members if the IT Executive.

How We Helped   

Each executive participated in an in-depth half-day development interview, a 360⁰ development review and a FIRO B assessment.  To conduct the 360⁰, we developed the questionnaire using the company’s own competency framework and delivered this for completion on-line via a secure website.  Following analysis and reporting, each executive participated in an individual feedback meeting, followed by a development planning session.

Outcomes and Results 

Each participant received development feedback and practical personal development plans to address their specific needs in relation to implementing the new European Services strategy and  longer term goals for leadership and career development.  The Head of IT was given a Management Team Development Report which described individual strengths, common development needs and perspectives on the overall team’s effectiveness.


Talent Management – Personal Development followed by Learning and Development Programme

February 27, 2014 - In Assignment Portfolio, Talent Management and Personal Development Assignments - No comments yet

Topics Covered:

Investment Banking Division of a Major Dutch BankPrincipal Clients: Group Treasurer and Head of Human Resources

Business Issue

A new organisation for investment banking provided the opportunity to lay down some strong cultural themes about how it would relate to its stakeholders, especially clients and staff.  There was the desire to build a culture that would be attractive to people with the right knowledge, skills and attitudes and with sufficient value and depth to retain exceptional performers.  The  aim was to improve performance in growing the business and  manage costs more effectively.  We were asked to present proposals for a Personal Development Programme for the development of the Team Leader Desk Heads.

How We Helped 

A Programme was created that was based on our ‘Self-Directed Careers’ approach to personal development.  This is founded on the principle that dynamic businesses need individuals  who are prepared to take ownership of their own development.  Such ownership can be developed and aligned to achieving business goals if organisations build a personal development process  focused on the strategic development of the organisation.  The Personal Development Programme consisted of two phases:  diagnosis and planning and coaching. The first phase involved participants undertaking an in-depth career development interview, a range of psychometric profiles, a peer review, a life-work balance assessment and Personal Vision Formulation.  Following data analysis, participants had a half day Feedback meeting with our consultants and one week later a Development Planning Meeting to agree development activities and objectives.

The Team Leader personal development plans were analysed and we identified many common needs in relation to the strategic goals of the business.  A group report was produced and our client requested that we design a Learning and Development Programme to address the Team Leaders’ development, instead  of individual coaching.  A two module programme was designed; each module of three days duration was run in a highly participative way to enable learning.

Outcomes and Results

Two streams of Team Leader Desk Heads participated in the two module programme.  The first module, Leadership and Effective Management covered leadership in management, organisational dynamics, personal organisation and managing others, motivational analysis and communicating work requirements.  The second module, Personal Effectiveness and Coaching addressed managing performance, assertiveness and influencing style, influencing groups and individuals, conflict management, managing teams, giving and receiving feedback and coaching.  


Talent Management and Development

February 25, 2014 - In Assignment Portfolio, Talent Management and Personal Development Assignments - No comments yet

Topics Covered: 

International Bank Investment Division – Principal Clients: Group Treasurer and Head of Human Resources

Business Issue    

Recently established as a new division of an international bank, the Group Treasury ran the investment banking activities in the major financial centres around the world.  The opportunity to start anew provided opportunities and challenges that executive management wanted to address with the main aim to build an organisation that would sustain successful performance over the long term.  Developing the executive group into an effective leadership team with every member able to maximise their personal effectiveness was an important early requirement and the focus of our assistance.

How We Helped  

We designed a personal development process with the particular aims of encouraging a greater willingness to take personal initiatives, demonstrate empowerment and show a willingness to accept, embrace and drive change.  The process was in four stages:  a Career Development Workshop, Data Analysis, Individual Feedback and lastly, Development Planning.  The Career Development Workshop included firstly, an in-depth Personal Interview covering autobiographical history, sector competencies, development aims and ambitions and secondly, a Peer Review where individuals gave their perceptions of colleagues’ strengths and development opportunities.  The perceptions were synthesised into common themes to provide feedback information to all participating top team members.

The third element of the Career Development Workshop involved executives completing a selection of psychometric and behavioural inventories to identify career values and preferences for future career development.  Lastly a Life-Work Balance inventory was completed to provide a whole life context for development.

Following data analysis of all inputs each executive was provided with two meetings; firstly to receive feedback from the Career Development Workshop and then in a separate meeting, scheduled after each participant had had the opportunity of digesting their feedback, to plan their development goals and activities.  Where appropriate, further coaching was offered and undertaken.

Outcomes and Results

The process engaged all top team members successfully as their input was thorough and of high quality enabling the production of detailed and valuable personal development information.  Personal development plans were produced for each individual and were largely implemented leading to several successful executive management promotions.  


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