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 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.
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.
Manage C-Suite Conflict and Increase Collaboration
Ensuring that your C-suite has a healthy team dynamic will translate into success for all levels of the organization.
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 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.
Train Managers on Competency-Based Selection and Interviewing Skills
Improve assessment to hire better candidates.
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.
Design a Pre-Hire Test to Select the Best
Test competencies, not personality, to select quality candidates.
Turn Organizational Culture into a Competitive Advantage
Unleash the power of culture to enable your strategy.
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.
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.
Create a Job Worth Hierarchy Based on Internal Worth
McLean & Company recommends this workshop for organizations employing the Point Factor method of job evaluation.
Build personal and organizational leadership capability, reduce failure, and harness influence to thrive in today’s VUCA world.
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.
Implement Flexible Succession Plans to Support Organizational Continuity
Design agility into succession plans to increase bench strength and responsiveness to planned and unplanned vacancies.
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.
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.
Build an Inclusive and Integrated Talent Management Strategy
Empower your people with talent management programs and engage and develop all employees.
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.
Modernize Performance Management
Ditching the annual performance appraisal for agile practices won’t necessarily solve your performance management problems.
Unleash HR Capabilities
Ensure HR development doesn’t drop off the radar; help your HR team take flight with a simplified process.
Develop the Leadership Skills of Your Middle Managers
Help managers successfully navigate the squeeze between hands-on management and leadership and put the organization’s strategy into action.
Develop a High-Potential Program
Potential exists at all levels of your organization – use a transparent process to develop it.
Adopt Change Management Techniques to Lead the Organization Through Change
Develop HR as the change facilitator to ensure that bad change doesn't derail good projects.
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.
Evaluate & Optimize the Social Media Recruiting Plan
A data-driven sales approach is needed for success in the social world; evaluate current initiatives to ensure SMR practices are optimal.
Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning
Plan for knowledge transfer before it’s too late!
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.
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.
Conduct an Annual Salary Assessment
Optimize your salary structure by ensuring market positioning is competitive, internal equity issues are justifiable, and controls are effective.
Train Managers to Coach for High Performance
Coaching is no longer optional; it’s essential!
Develop an Effective Talent Retention Strategy
Take preventative measures to ensure your talent doesn't walk out the door.
Optimize the Internal Communications Strategy
Inform, engage, and inspire employees with messages that matter.
Develop a Corporate Social Responsibility Strategy for HR
HR makes responsible business work.
Create and Leverage a Skills Inventory
Effectively prepare for the changing business landscape by increasing awareness around internal skills to boost competitive advantage.
Train Managers to Negotiate
Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.
Craft a Compensation Philosophy
Lay the groundwork for compensation that is competitive, cost effective, and brand aligned.
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.
High-Impact Leadership: Train Managers to Effectively Resolve Conflicts
Use constructive conflict resolution to positively impact your organization.
Develop a Workforce Plan to Address Talent Needs
Implement a clear and straightforward workforce planning process aligned with organizational capabilities.