Talent Optimization: Case Studies
Business Challenge 1With a disproportionate number of male to female partners, a large international law firm sought to attract, promote and retain talented female attorneys in order to remain an employer of choice in an increasingly competitive industry.
Vision, strategy and goals for the organization were reviewed along with policies and practices, both formal and informal, to determine obstacles to career advancement. A strategy and supporting programs were developed to target women for development opportunities tailored to the organization’s needs, culture and expectations.
A significant increase in the number of female summer interns attracted to the firm was achieved the first year. This led to a higher number of female associates being attracted and ultimately selecting the firm as their chosen employer upon graduation. In the years since this intervention, the number of female partners has also increased rapidly.
Business Challenge 2Meeting the needs of new professionals seeking the guidance of those with more experience was the challenge facing this non-profit professional organization.
With far more new professionals than seasoned members, a unique mentoring program needed to be developed to match tenured professionals with groups of 4-5 new-comers providing structured experiences to ensure transfer of knowledge.
In addition to increased satisfaction of existing members, overall membership increased as new members joined to take advantage of this unique program. Senior professionals reported satisfaction at being called upon to share insights, knowledge and experience.
Business Challenge 3A large global organization, with operations in 34 countries, faced a two fold challenge; increase the level of cross-cultural competence of leaders throughout the organization and provide leadership development for high potentials from around the globe.
Design, develop and deliver a cohort-based, residential, 4 week long leadership development program for high potentials from 15 countries around the world in addition to cross-cultural education and skill development for the general leadership population. Leadership models, competencies and styles were examined for their appropriateness to each culture.
Leadership capability increased across the organization as measured by pre and post 360 degree feedback assessment of participants. Additionally, quality was up by 25% and costs decreased by 33% as compared to previous programs.
Business Challenge 4Having acquired multiple smaller companies, a financial services organization found inconsistencies in performance management across the organization. With the desire to standardize processes as well as expectations, the company sought help to develop and implement a comprehensive performance management system.
After determining the competencies required for success in multiple job categories, behavioral anchors were developed to define specific levels of performance. Additional components of the system included a revamp of the performance evaluation form and process, performance planning, quarterly feedback and definition of career development paths.
Full implementation of the performance management system in it's’ entirety was completed across the enterprise including site visits to locations nationwide in under six weeks. 99% participation by employees was achieved as evidenced by performance and career development plans on file.