Programmes:
Diversity and Transformation:
“It is time for parents to teach young people early on that in diversity there is beauty and there is strength.” – Maya Angelou
The state of being diverse derives and illuminates acceptance and respect in relation to the different dimensions of diversity. Such dimensions include: race, gender, disability, education, age, religion, sexual orientation, and socio-economic status just to name a few.
Through engagement of this programme delegates will explore these differences in an optimistic, secure and fostering atmosphere. The ultimate objective is for the participants to move beyond tolerance to acceptance and rejoice in the rich dimensions of diversity.
Change Management:
“The first step toward change is awareness. The second step is acceptance.” – Nathaniel Branden
Our programme will enable companies to help control the implementation of new thinking and processes, and increase strategically the benefits to the business. The programme will address change initiatives, cultivating buy-in, successful implementation and the development of a new effective sustainable model. The core essence is to develop leaders who help others succeed through proper planning, which identifies options and actions to enhance opportunities and reduce threats to the new project objectives.
The Change management programme is effective when an organisation desires to implement new strategic initiatives to adapt to new market conditions or introducing new processes; or to bring focus to organisation experiencing a turnaround.
Executive on-boarding
“The most dangerous leadership myth is that leaders are born-that there is a genetic factor to leadership. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born.” – Warren Bennis
According to Fortune magazine, about 40 percent of executives who change roles or get promoted fail in the first 18 months.
Similar to the time and energy spent in the researching and headhunting, it’s strongly recommended to assist placed candidates in their successful transition (socially, culturally and professionally), reducing risk and failed costs. Executives tend to feel inadequately prepared to commence their new role; this intervention will assist in protecting your investment. The programme will review the strengths and drawbacks of the candidate and the competencies for success; identify critical relationships; continually provides clarity and guidance on being the best in the role by formulating goal orientated tasks and reviewing them.
Performance Results Coaching
“Since I started CrossFit, I’ve read and heard about the critics talk about how unsafe it is, and my only response to that is any form of exercise can be unsafe if you don’t have the proper coaching, education and guidance.” – Bob Harper
- One-on-One Coaching
- Group Coaching
- Team Coaching
Customised approach to provide structure, guidance and support. Through this programme participants will review their current state, assumptions and perceptions about themselves, colleagues and their environment. The programme will inspire and motivate participants to learn to change to become effective leaders. The latter will be achieved via coaching with compassion instead of coaching in compliance.
Outplacement:
The lost of employment is one of the most tragic and traumatic events one can go through. Psychologists agree that only death and divorce cause similar disruption. Through our Outplacement strategy programme (one-on-one or group sessions) we will discuss the transition from the current employer back to the market; review the employee’s career track; conduct an evaluation; review and provide guidance for resume writing; up-skill where necessary for potential interviews; discuss how to develop new networks; and how to effectively use social media to build your profile.
Board and EXCO Strategy Sessions:
Strategy formulation refers to the process of choosing the most appropriate course of action for the realization of organizational goals and objectives, and thereby achieving the organizational vision. There are certain key elements to the strategy that need to be in place.
Our approach as SearchSpecifics TRANSEARCH is that strategy formulation needs to be an inclusive process. This is key as it has a huge impact in ensuring buy-in as well as roll out and implementation.
Succession Planning:
Succession planning recognises that some jobs are the lifeblood of the organisation and too critical to be left vacant or filled by any but the best qualified persons. Effectively done, succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining top leadership talent. We would review linked strategic and workforce planning decisions, analyze gaps, identify talent pools, develop succession strategies, implement succession strategies, and monitor and evaluate the process.
Retention Planning:
The aim of this programme is to address the underlying causes of potential turnover and help guarantee your company’s ability to sustain your workforce. Attempting to retain all your employees is unrealistic; there must be some movement and the influx of talent and fresh ideas from new employees is valuable. Instead of setting a strictly quantitative goal for increasing your employee retention, focus instead on the key employees you want to ensure won’t leave your company. Using this strategy, set your company goal for retaining, for example, the highest-performing staff and supervisors.
