We help clients with several key areas to put them in the best possible position...
Outwardly the perspective of potential employees, business partners, suppliers and customers can be heavily influenced by just how inclusive an organisation is. We help clients with several key areas to put them in the best possible position:
Business Culture
We know that good Business culture develops organically, from the top down and involves trust, respect, and the opportunity for employees to participate in shared values and love what they do.
People Strategy – Inclusion
We help organisations to emphasise the business case for D&I and to create a framework or strategy in all areas of its interaction with People, whoever they are.
Talent Pipeline and Succession Planning
Diving deep into how we recruit, where we shop for talent, and what we do with it when it lands in our care is a key component of our Inclusive People Strategy.
High Potential Hires and L&D
Identification of high potentials early in the recruitment process is key to being able to keep them in the business.
Personal and Leadership Development
We appreciate and value that we are always learning and there is a need to sharpen our toolset.
Business Culture
We know that good Business culture develops organically, from the top down and involves trust, respect, and the opportunity for employees to participate in shared values and love what they do.
Cultivating a great culture is important not only for employee engagement, happiness, and retention, but also, plotting the blueprints for a thriving inclusive business, regardless of the economic climate.
We help company leaders to ask the right questions that lead to honest evaluation and pushes for positive change.
People Strategy – Inclusion
We help organisations to emphasise the business case for D&I and to create a framework or strategy in all areas of its interaction with People, whoever they are. This is agreed at Board level with all the Leadership team being brought onto the same page on understanding of D&I when it comes to their people, taking accountability for the strategy delivery and maintaining inclusion as a core value of the business.
Talent Pipeline and Succession Planning
Diving deep into how we recruit, where we shop for talent, and what we do with it when it lands in our care is a key component of our Inclusive People Strategy. We work with clients on robust solutions on how to attract the best and most diverse talent of all levels and add them to key pipelines, delivering specific recruitment projects as required using our own talented resourcing team, and incorporating identification of high potential hires, and suitable L&D programmes to support progression and retention.
High Potential Hires and L&D
Identification of high potentials early in the recruitment process is key to being able to keep them in the business. We work with clients to ensure there is a clear line of sight on such employees, and there is a programme of development including our short courses (please ask for details) which are tailored for each individual client, supporting those early in career (Grads, Trainees and Apprentices), or progressing to first stages of Management to keep maximum engagement and more importantly, to make sure they know that a career and progression is available to them and you want support them in their aspirations.
Personal and Leadership Development
We appreciate and value that we are always learning and there is a need to sharpen our toolset. We offer clients a suite of half day to 2 days courses for those moving through the management structure, from having ‘Challenging conversations in a positive way’, ‘Emotional Culture and Motivating others’, to ‘Personal Branding’, ‘Influencing and Persuading’ and ‘Presenting with Impact’. Each course is carefully tailored to the business needs and those in attendance. Ask for more details on all options or discuss bespoke options.
Get in touch
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