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.
Select and Implement an HR Information System
Tailor your HRIS selection based on your needs rather than industry trends.
Optimize the Mentoring Program to Build a High-Performing Learning Organization
Align your mentoring program with your organizational culture and goals for a best-fit program.
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.
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.
Develop a Strong EVP to Attract Top Talent
Develop an accurate, aligned, and aspirational EVP to reinforce your talent management strategy and differentiate yourself from key competitors.
Master Social Media for HR
Put the social back in social media − build stakeholder partnerships to effectively reach talent.
Develop a Comprehensive Onboarding Plan
Drive employee engagement and retention with a robust program that acclimates, guides, and develops new hires.
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.
Plan for HR Shared Services
Look before you leap! Engage in detailed planning and design to find the right HR shared service model.
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.
Create an Internal Talent Mobility Playbook
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.
Implement Performance Improvement Plans
Help managers get employee performance back on track.
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.
Assess HR Outsourcing
Insourcing, Consulting, or Outsourcing – it is not a black and white decision.
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.
Train Managers to Effectively Manage Virtual Teams
Dial up competencies to ensure more meaningful interactions with virtual team members.
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.
Implement Curated Learning
Take a modern approach to L&D that gives learners the right content at the right time.
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.
Effectively Manage the HR Policy Portfolio
Take protective action to build a robust HR policy portfolio and free up HR’s time.
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.
2018 HR Trends Report
Discover the human capital practices that are setting leading HR departments apart.
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.
Design the Employee Experience
Find the sweet spot where employee needs and organizational strategy meet.
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 Employees for High Performance and Development
Shift coaching training from a process focus to training managers to incorporate coaching behaviors into their day-to-day management.
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.