The goal of organizational development execution is to create an effective organization that responds quickly and appropriately to changes in the competitive global environment. Research and experience demonstrate that the following are crucial components of effective organizations:
- A clear sense of organizational and group mission and values
- Employee initiative, commitment, engagement and accountability
- Employees aligned to business direction and strategies
- Effective leaders that exhibit responsiveness and decisiveness
- A process to identify and assist in the development of your future leadership and executive successors
Leadership Coaching is an individual development and goal oriented counseling process to help leaders enhance their leadership capabilities. Throughout a six month, one-to-one customized program, our focus is on quantifiable results for the leader and the organization. We develop solutions for existing challenges that will enhance long-term success for the individual as well as the organization.
Results:
- Measurable change in the management skill level
- Increased performance throughout the organization as an outcome of result-focused action plans
- Infusion of coaching skills that will assist in improving performance at lower organizational levels
- Greater facilitation of succession planning
- Objective mechanism for identifying a leaders' readiness to move to the next leadership level
Target Audience:
- Up and coming leaders who have been appointed to a more senior management role
- Candidates who have been identified within a succession planning roadmap
- Managers who have been identified as "critical" to the organization
The Osadca Group feels very strongly about the power of assessments and how they can assist in your organizational needs. The use of assessment tools can provide insight into a person's style, needs and future development. The following is how you can use these tools within your organization:
- Retention
- Recruitment
- Job Selection
- Promotional Selection
- Succession Planning
- Career Advancement
- Evaluate Job Requirements/Develop Job Benchmarks
- Management Selection and Development
- Training Needs Analysis
- Individual Development Roadmap
Results:
- Minimize hiring and promotional risks.
- Minimizing conflict within teams.
- Reduces induction, training and development costs by assessing the ability to learn.
- Saves management time and cost. Longest test in the battery takes just five minutes to complete.
- Maximize and build on management capabilities.
- Identify and develop leaders.
- Provide insights to improve interpersonal relationships.
- Links human resource strategy, identifying HR strengths and limitations and maximizing results.
Organizational development and design is one of the most important challenges facing sustainable growth businesses. Effective leadership development at all levels is a critical success factor for successful, sustainable growth. Being proactive in succession planning does also represent a key strategic success. From recruiting the right candidate to developing new leadership from within, succession planning is essential for an organization to meets its strategic goals. More than anything else, effective succession planning requires looking ahead and architecting the future organizational design. By anticipating in advance the key future leadership needs and positions, the organization can more cost effectively develop internal candidates as successors.
Typically, the process requires several steps that lead through design, development, and implementation of the actual succession plan and candidate identification and development.
Results:
- Identify and track high potential employees for leadership positions
- Perform gap analysis of position or requirements and employee assessments
- Build and monitor individual development and career plans
- Identify the best internal candidates for leadership and management roles
- Develop potential successors in a manner that best fits their strengths
- Use and concentrate key resources on the succession planning and talent development process to yield a greater return on investment
Target Audience:
- High potentials
- Up and coming leaders who have been appointed to a more senior management role
- Candidates who have been identified within a succession planning roadmap
- Managers who have been identified as "critical" to the organizations
When designing a succession planning process, you need to define underlying objectives as well as your target audience. There are two types of programs:
- Individual Based Programs focus on particular people with potential for advancement
- Pool Based Programs focus on a number of high-potential people who could move in any of the several different leadership positions within the organization
