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.
Modernize the Performance Appraisal
Bring performance management out of the dark ages to improve employee performance and engagement, and reduce costs for the business.
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.
Write Effective Job Descriptions
Improve hiring effectiveness, bolster performance management, and ease compensation planning with robust job descriptions.
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.
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.
Develop a Comprehensive Onboarding Plan
Drive employee engagement and retention with a robust program that acclimates, guides, and develops new hires.
Abolish the Annual Performance Appraisal and Move to an Agile System
Continuous coaching and feedback are more effective than traditional, static performance appraisals.
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.
2017 HR Trends Report
Business professionals identify leading human capital practices for 2017. How will you adapt?
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.
Evolve Pay for Performance
Shift from a one-size-fits-all to a tailored approach to base pay increases and bonuses.
Drive Business Success with HR Analytics
Reap the rewards of HR metrics through a combination of HR analytics and persuasive storytelling.
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.
Build a Leadership Development Program
Don’t let a lack of leadership development be the downfall of your organization.
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.
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.
Implement Performance Improvement Plans
Help managers get employee performance back on track.
Provide Balanced Wellbeing Programs
Proactively impact employee wellbeing to improve productivity and boost employee engagement.
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.
Build personal and organizational leadership capability, reduce failure, and harness influence to thrive in today’s VUCA world.
Assess HR Outsourcing
Insourcing, Consulting, or Outsourcing – it is not a black and white decision.
Optimize the Organization’s LinkedIn Presence
The hiring team is the solution to the LinkedIn puzzle.
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.
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.