Build Effective Core HR Processes
A dynamic way to enhance your core HR processes and build a world class operation. Engage your HR team with an innovative multi-day workshop, onsite at your location.
High-Impact Leadership: Train Managers to Inspire Staff to Optimal Performance
Move beyond motivation to inspiration by personalizing vision, mission, and values.
Design a 360 Degree Feedback Program
Leverage multi-rater feedback to optimize employee development.
Create a Culture of Recognition to Drive Engagement, Improve Retention, and Increase Profitability
Establish informal recognition to create a high-return culture of recognition.
Develop an Integrated People Strategy
An integrated people strategy not only supports but drives organizational goals, maximizing the human capital’s contribution to the bottom line.
Develop an Offboarding Plan to Manage Risk and Transition Employees Effectively
Plan ahead to promote positive departure experiences and minimize the impact of involuntary turnover.
Optimize the Leadership Development Program
Leadership development is expensive and its value is elusive – make sure you’re getting the most out of it.
Assess if Recruitment Process Outsourcing Is Right for the Organization
RPO isn’t for everyone. Mitigate the risks through a rigorous assessment and RFI/RFP process.
Build an Internship Program
Create high-quality internship experiences that work to create tangible business value.
Develop a Comprehensive Competency Framework
Leverage the single most important tool for driving key HR functions.
Select and Implement an HR Information System
Tailor your HRIS selection based on your needs rather than industry trends.
Develop a Gamification Strategy to Improve Employee Engagement
Assess if gamification is right for your organization.
Embed Innovation in the Organization by Designing HR Programs that Drive It
Lay the foundation and build the steps necessary to make innovation part of your organization’s DNA.
Strategically Source Candidates for the New World
How to find top talent has changed, but it’s still about quality of hire.
Optimize the Global Talent Mobility Program
Focus on repatriation to achieve long term ROI.
Assess and Remediate Diversity Problems throughout the Employee Lifecycle
Move beyond affirmative action to improve the bottom line.
High-Impact Leadership: Train Managers in the Art of Decision Making
Use a systematic process to make optimal decisions.
Glimpse Into the Future Using Predictive HR Analytics
Develop an analytical perspective in HR to support evidence-based decision making that drives organizational success.
Develop an Agile Talent Acquisition Strategy
Drive organizational success by using evidence-based insights to hire the right talent.
Train Leaders to Adopt an Informed Trust Approach to Drive Employee Engagement and Business Results
Factor in employee capabilities, outcome risk, and expectations to mitigate the risk inherent in trust.
Foster an Effective Feedback Environment
Bolster your organization’s success by training employees to effectively give, ask for, receive, and act on feedback.
Evaluate the HR Budget Planning, Proposal, and Negotiation Strategy
From burden to boardroom: transform your HR budget to become a strategic partner.
Optimize the Employee Wellbeing Program
Prioritize improvements in the workplace for healthier, happier, more productive employees.
Build an Effective Stakeholder Management Strategy
Stop guessing about stakeholders’ needs and priorities; invite regular feedback to increase trust and strategic collaboration across the organization.
Train Managers to Take Ownership of Employee Relationships to Improve Engagement
Transfer the ownership of employee engagement from HR to team managers.
Train Managers to Communicate Effectively across Channels, Cultures, Continents, and Generations
A changing workplace means communication context is more complex than ever.
Transform the 9-Box Talent Assessment
Take the 9-box from a yearly tick-box exercise to a dynamic assessment that reveals hidden talent and boosts performance from every employee.
Abolish the Annual Performance Appraisal and Move to an Agile System
Continuous coaching and feedback are more effective than traditional, static performance appraisals.
Improve the Candidate Experience to Get Better Talent in the Door Faster
You never get a second chance to make a first impression.
Hone Competency-Based Selection and Interviewing Skills
Train hiring managers to use structured interviews to reduce the incidence of bad hires.
Engagement 3.0: Transitioning to Leader-Driven Engagement
Move from reactive engagement initiatives to integrated leadership using McLean & Company’s five Engagement 3.0 insights.
Align the HR Function with the Organization’s Global Business Strategy
Apply a global mindset to your HR priorities.
Drive Business Success with HR Analytics
Reap the rewards of HR metrics through a combination of HR analytics and persuasive storytelling.
Enable the Transition to Leadership for First-Time Managers
Move beyond a do’s and don’ts training deck to create a robust first-time manager (FTM) development program.
Build a Leadership Development Program
Don’t let a lack of leadership development be the downfall of your organization.
Create an Internal Talent Mobility Playbook to Guide the ITM Program
Prepare for hiring from within to effectively meet the needs of both the organization and your workforce.
Create Flexible Succession Plans to Prepare for Both Planned and Unexpected Gaps
Use talent pools and agile elements in succession planning to keep your organization responsive in today’s dynamic world of work.
Turn Organizational Culture into a Competitive Advantage
Unleash the power of culture to enable your strategy.
Develop a Strategy for Workforce Analytics with Big Data
Linking HR value and business performance.
Develop an Agile HR Strategic Plan That Achieves Organizational Objectives
Use foresight to become the HR department that the business needs.
Determine the Degree of Structural Centralization
Identify the locus of decision making in your organizational structure.
Formalize a Learning & Development Strategy
Ensure your Learning & Development activities are providing value by delivering on organizational goals.
Create a Job Worth Hierarchy Based on Internal Worth
McLean & Company recommends this workshop for organizations employing the Point Factor method of job evaluation.
Perform a Holistic Talent Acquisition Process Audit to Improve Hiring Outcomes
You can’t solve your talent acquisition problems with a piecemeal approach.
Optimize the Organization’s LinkedIn Presence
The hiring team is the solution to the LinkedIn puzzle.
Drive a Robust Systems Strategy to Achieve HR Objectives and Enable the Business
Save time, optimize your resources, and engage the business by building a right-fit HR systems strategy.
Select Strategically-Aligned Leadership Competencies
Increase leadership capabilities by selecting brand-aligned competencies and developing to them.
Instill a Mindset of Personal Accountability
Train and encourage personal accountability to increase engagement and, ultimately, productivity and profitability.
Train Managers to Handle Difficult Conversations
Get managers to stop avoiding, freezing, or giving in when the going gets tough.
Drive Engagement Through Interdepartmental Collaboration
Transition from a non-collaborative environment to one that drives innovation and results across departments.
Onboard New Hires for Ramp-up & Retention
Commit to onboarding to drive performance and reduce turnover.
Develop a High-Potential Program
Potential exists at all levels of your organization – use a transparent process to develop it.
Develop Key Competencies to Excel as a Strategic Business Partner
Shift from talking about being strategic to behaving strategically.
Implement Effective Employee Development Planning
Engage employees to own and plan their development.
Implement a Human Capital Growth Plan
Drive a well-managed resource planning process and help your company grow.
Build a Collaborative Sourcing Process
Create an effective staffing supply chain that gives you ready access to talent.
Despite different experiences, Millennials are driven by the same motivations as other generations. Develop a plan to engage Millennials and experience the effects across your workforce.
Take an Educated Approach to Developing a Learning Management System Strategy
Build an LMS strategy based on corporate objectives and Learning & Development goals by considering the four pillars: content, people, process, and technology.
Conduct an Annual Salary Assessment
Optimize your salary structure by ensuring market positioning is competitive, internal equity issues are justifiable, and controls are effective.
Neuroscience and HR
Build evidence-based HR practices that work with the brain, not against it, to gain credibility with stakeholders and drive business results.
Develop an Effective Talent Retention Strategy
Take preventative measures to ensure your talent doesn't walk out the door.
Demystify Engagement Data
Move from numbers to insight to action to drive both engagement and business results.
Develop a Corporate Social Responsibility Strategy for HR
HR makes responsible business work.
Foster a Dynamic Learning Mindset
Actively develop a dynamic learning mindset across the organization to promote innovation, resilience, and development.
Train Managers to Negotiate
Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.
High-Impact Leadership: Train Managers to Effectively Use Leadership Styles
Build a leadership toolkit to encompass many styles and create high-impact results.
High-Impact Leadership: Train Managers to Effectively Influence Organizational Stakeholders
Today’s business environment is flatter and more agile than ever before. True power no longer resides in position, but in the ability to influence others.
Develop as an Effective CHRO
CHROs are often the “shoemaker’s children” when it comes to development; they must make the time to invest in developing themselves.
Develop a Departmental Strategic Workforce Plan
Don’t get caught by surprise! Meet future talent requirements by taking action now.
Rid the Organization of an Inconsistent Culture to Improve Employee Engagement
Don’t let a confusing culture leave your employees in disarray.