THE GROUNDWORK
Our 4 Step approach is similar for all types of coaching engagements and talent development initiatives—leadership, team, career & community.
1- Meet with Senior Leaders: A partnership with top leadership is critical to our understanding of business objectives and how training and development can help to support organizational vision and goals.
2- Perform Needs Assessment: An assessment of current business methods, practices, and programs guides our efforts to develop important prerequisites for establishing employee development. We gather information, survey, and interview personnel to gain insight into individual needs.
3- Prescribe the Right Tools & Delivery Method: Important touchpoints critical to the development of an effective employee development plan become a part of the process. What specific skills do your employees need to be effective and successful? Do they currently possess and utilize those skills? How will you close the gap between current skill sets and what is required for future success?
4- Monitor & Measure Impact: A comprehensive tracking plan that measures results, assesses progress, considers new opportunities and challenges, and adjusts goals and strategies. A long-term investment results in employee growth and the retention of a company’s talent pool. The process is ongoing.
New Leader Development
Good leadership has a powerful impact on any team while creating a positive atmosphere and supportive team dynamics. Beyond The Seat recognized an opportunity to maximize its commitment to company culture and employee development with a new leadership training program.
The organization’s Chief Administrative Officer (CAO) committed to developing middle-level managers across the organization and called on Beyond the Seat to create a comprehensive extended training program, designed to ensure leadership success for the group of newly promoted managers.
We facilitated an organization-wide training needs assessment with feedback gathered from leaders across multiple levels in the organization. Our partnership with Human Resources provided other ancillary data that was key to developing a six-month leadership development initiative.
Within a year’s completion of the training program, the CAO expressed satisfaction with the consistent improvements in the efficiency and effectiveness of the leadership team and their subordinates. The training continues to be the organization’s requirement for middle-level managers.
Talent Development
Organizational Talent Development
This is an extensive course-building project that involves working with internal Learning and Development teams. It can be offered as a standalone service for individuals or groups in need of extended services.
This service includes personal onboarding, leadership development, coaching, personal and leadership assessment administration, program evaluation, and follow-up.
Professional Talent Development
Landing in a new leadership seat, at any organizational level, is only the beginning. Short-and-long term success is dependent on one’s willingness to roll up his or her sleeves and develop the knowledge, skills, abilities, and attitude necessary for success in the seat you now reside in.
There are Long-Term Benefits to Providing Developmental Training
Creating an organizational culture where both individual performance goals and corporate bottom lines are aligned cannot be overstated. Companies want to retain their workforce. Workplace research conducted recently by Gallup shows “the cost of replacing an employee is typically one-half to two times that person’s salary, depending on seniority and the sophistication of his or her skills". Imagine a future where employees grow and organizations rise to new heights in the process. Everyone wins.