A TOTAL PICTURE FOR IDENTIFYING HIGH POTENTIALS AND SAFEGUARDING YOUR SUCCESSION PLANNING BASED ON CAPABILITIES, AMBITION, VALUES, DRIVERS AND COMMITMENT.
Signs from the client
“We want systematic succession for key positions within our organization.”
“We do not know who our future leaders are.”
“We do not know enough about what potential our people possess.”
“We are not sure whether the right people are actually in the right positions.”
“How can we ensure that we have the right people on board and that we enable them to develop.”
“We are looking for a partner who can support us in evaluating the potential of our people.”
Our firm belief
We start from a positive belief in people and organizations. We believe that recognizing and stimulating potential in organizations leads to a positive dynamic that reinforces an organization’s objectives. Developing potential within organizations contributes to an organization’s growth, helping to shape its future image. We believe in personal growth based on strengths, adopting a constructive and appreciative approach in our processes. We want to make employees aware of their strengths and support them in their development.
What we offer
We help organizations to identify and develop their potential within the areas of succession planning, competence planning, development planning and assignment planning. We ensure that your employees are assessed correctly for each of these four areas. We provide a picture of their competencies and abilities, their potential and the fit with future roles within the organization. In doing so, we go beyond thinking purely in terms of competencies as we believe that success at higher levels is determined by the level of uncertainty and the level of complexity that someone is able to cope with.
Results
We provide results on two levels:
- For the organization, we clarify what potential is present within the organization and where it is situated as well as what and how this can be developed.
- On an individual level, we provide an overview of the competencies and abilities, values, temperament and personality and motives as a start for further development.
Our approach
The approach that we take enables us to support organizations in identifying and developing their potential starting with different business processes, in particular succession planning, competence planning, development planning and assignment planning.
We offer a specific and specially adapted learning intervention that is suited to individual development needs. We link development to current business challenges through real-time simulations. We use a more focused competence model to concentrate on changeable business needs. In doing so, we work with specially adapted competence models that are geared to the specific needs of the customer and the position.
In concrete terms, this means that we:
- Identify potential competencies and abilities in order to be able to work at level N + X.
- Ascertain the possibility of being able to adapt to different business roles through gauging: personal motives/ambitions, flexibility within new roles and new environments, engagement (the willingness to act as a “business owner”) and the fit within the team and the organization.
The Leadership Development Centre takes place within:
- A positive and appreciative environment which focuses on core qualities.
- A relational context, in which we focus on business elements (e.g. Line management, HR).
- A framework within which there is room for providing immediate feedback about what we observe during the simulations, in order to reinforce the experience.
Our results are discussed with the participant, the Kaleido consultant, the manager or the HR partner through a three-way discussion as part of:
- Testing recognition in terms of reporting
- Initiating development through an individual development plan
- Offering a path for integration and continuation that is drawn up by the participant in conjunction with his/her supervisor.