Solution Sets

Develop an Offboarding Plan to Manage Risk and Transition Employees Effectively

Employee exits, whether voluntary or involuntary, are an inevitable part of conducting business; however, few organizations have done enough to adequately prepare for the...
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Design a 360 Degree Feedback Program

360 degree feedback, the aggregate feedback of employee performance based on the inputs of multiple raters who have worked with the employee, has been used for many...
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High-Impact Leadership: Train Managers to Be High-Impact Leaders

Trains managers on how to develop their leadership style, influence organizational stakeholders, resolve conflicts, inspire direct reports, make good decisions, and...
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Rid the Organization of an Inconsistent Culture to Improve Employee Engagement

This blueprint helps to identify the organization's dominant culture so you can become aware of the associated challenges that can cause disengagement. Reinforce the...
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Develop as an Effective CHRO

CHROs must identify and develop critical competencies that will enable them to operate effectively and strategically.
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Craft a Compensation Philosophy

The first step in compensation planning is the development of a compensation philosophy that clearly articulates the organization’s high-level approach to pay for each of...
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Perform a Holistic Talent Acquisition Process Audit to Improve Hiring Outcomes

Many organizations know they have talent acquisition pain points but don’t know where to start to fix them. The process audit will prioritize your top three weakest areas...
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Foster a Dynamic Learning Mindset

Organizations struggle to increase innovation at the necessary pace of change and need employees to be able to continuously learn and grow. Foster a dynamic learning...
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Develop an Effective Talent Retention Strategy

An ad hoc retention strategy is no longer sufficient. To remain competitive, organizations must develop an integrated talent retention strategy based in data analysis.
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Implement Effective Employee Development Planning

Managers don’t see the value of development planning and, therefore, don’t make time for it, causing employees to feel under-appreciated and disengaged. In McLean &...
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