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.
Build Impactful Leadership Development Programs
Abandon one-size-fits-all leadership development and build programs designed with organizational goals in mind.
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.
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.
Establish an Enterprise-Wide Career Path Framework
Use a consistent career path framework to facilitate employee development and build your talent pipeline.
Optimize the Global Talent Mobility Program
Focus on repatriation to achieve long term ROI.
Optimize the HR Department to Support the Organizational People Strategy
Enhance your HR departmental structure, process, technology, and capability to successfully execute high-value strategic initiatives.
High-Impact Leadership: Train Managers in the Art of Decision Making
Use a systematic process to make optimal decisions.
Design a Base Pay Structure
Build a base pay structure that is defensible, competitive, flexible, and practical.
Develop an Agile Talent Acquisition Strategy
Drive organizational success by using evidence-based insights to hire the right talent.
High-Impact Leadership: Train Managers to Craft Their Leadership Brand
Build a service-oriented leadership brand to differentiate capabilities and elevate professional influence.
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.
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.
Empower Managers to Take Ownership of Employee 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.
Improve the Candidate Experience to Get Better Talent in the Door Faster
You never get a second chance to make a first impression.
Develop an Employee Ambassador Program
Harness the power of your employee voice on social media to reflect your most authentic organizational culture, build a strong employer brand, and attract top candidates.
Hone Competency-Based Selection and Interviewing Skills
Train hiring managers to use structured interviews to reduce the incidence of bad hires.
2017 HR Trends Report
Business professionals identify leading human capital practices for 2017. How will you adapt?
Align the HR Function with the Organization’s Global Business Strategy
Apply a global mindset to your HR priorities.
Evolve Pay for Performance
Shift from a one-size-fits-all to a tailored approach to base pay increases and bonuses.
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.
Drive Business Value with an HRIS Strategy
An HRIS roadmap that is aligned with your organization’s priorities provides a clear path forward for both HR and IT.
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.
Design a Pre-Hire Test to Select the Best
Test competencies, not personality, to select quality candidates.
Reconceptualize Job Descriptions
Simplify both the template and the process to transform job descriptions into living documents that drive stakeholder value.
Develop an Inclusion Strategy to Leverage Diversity and Drive Innovation
An inclusive culture is the key to unlocking the benefits of diversity.
Drive Organizational Success With Purposefully Sourced Talent
Move beyond simply posting – anticipate needs and create talent pipelines to seek out ideal talent for your organization.
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.
Provide Balanced Wellbeing Programs
Proactively impact employee wellbeing to improve productivity and boost employee engagement.
Refine the HR Organizational Structure and Optimize Department Efficiency
Whether your organization is requiring you to grow or asking you to cut down on costs, make sure that your department is structurally efficient.
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.
Assess HR Outsourcing
Insourcing, Consulting, or Outsourcing – it is not a black and white decision.
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.
Equip Senior Leaders to Drive Employee Engagement
Turn resistance to feedback into enthusiastic support by providing leaders with simple yet powerful ways to connect with employees.
Don’t Just Engage, Lead
Transition to integrated leadership empowerment to drive business results.
Maximize the Effectiveness of Short-Term Incentive Plans
Focus on leveraging a STIP to drive behavior and results, rather than just a necessary cost to running the organization.
Develop a Leadership Strategy to Drive Organizational Results
Strengthen organizational leadership by developing a clear vision of the leaders your organization needs to drive results.
Instill a Mindset of Personal Accountability
Train and encourage personal accountability to increase engagement and, ultimately, productivity and profitability.
Equip Managers to Improve Team Effectiveness
Help teams climb out of ruts and reach full potential.
Train Managers to Handle Difficult Conversations
Get managers to stop avoiding, freezing, or giving in when the going gets tough.
Equip Managers to Conduct Effective Pay Conversations
Prepare managers to effectively communicate compensation discussions.
Modernize Performance Management
Ditching the annual performance appraisal for agile practices won’t necessarily solve your performance management problems.
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.
Build a Collaborative Sourcing Process
Create an effective staffing supply chain that gives you ready access to talent.
Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning
Plan for knowledge transfer before it’s too late!
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.
Use Flexible Work Arrangements and Time Off to Attract and Retain Top Talent
Don’t limit rewards to cold hard cash – use flex location, flex time, and flex time off to appeal to employees and candidates looking for better work/life balance.
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.
Train Managers to Coach for High Performance
Coaching is no longer optional; it’s essential!
Demystify Engagement Data
Move from numbers to insight to action to drive both engagement and business results.
Optimize the Internal Communications Strategy
Inform, engage, and inspire employees with messages that matter.
Foster a Dynamic Learning Mindset
Actively develop a dynamic learning mindset across the organization to promote innovation, resilience, and development.
Create and Leverage a Skills Inventory
Effectively prepare for the changing business landscape by increasing awareness around internal skills to boost competitive advantage.
High-Impact Leadership: Train Managers to Effectively Use Leadership Styles
Build a leadership toolkit to encompass many styles and create high-impact results.
Craft a Compensation Philosophy
Lay the groundwork for compensation that is competitive, cost effective, and brand aligned.
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.
High-Impact Leadership: Train Managers to Effectively Resolve Conflicts
Use constructive conflict resolution to positively impact your organization.