1. Specify what you expect from your managers
Every intervention within your company is preceded by extensive conversations with the management / the board of directors and/or the personnel development department. Together we develop leadership principles and competence profiles and thereby define what is expected from senior staff.
How managers should lead in your company in order to perform successfully in a current situation can also be determined together with your senior staff. In this process you remain in charge of determining the aim and direction of our work.
2. Communicating expectations
The results and expectations are then communicated to every staff person involved. We will design this dynamic process in collaboration with you, in a way that will give your company leverage.
3. Recognizing potential
A possible first step is the potential analysis of your staff. Additional supportive measures can be: target agreements, staff appraisals, development plans and feedback tools. We believe it is just as important to know which measures can be taken in case your expectations are not met, as it is to formulate the expectations in the first place.
4. Developing potential
Surveys* have shown that if managers themselves get the chance to learn and reflect upon their actions during their daily routines, performance levels can not only be increased, but also be maintained constant over longer periods of time. This, for instance, can be accomplished through regular and informal feedback. For this reason, we will assist you in designing processes that closely combine learning in the workplace with learning at a seminar and thus guarantee a mutual transfer.
*"Building the High-Performance Workforce", Corporate Leadership Council, 2000