People development moves across disciplines because it is an integral part of all levels of the organization. It is the practice of strengthening talent of individual contributors as well as teams so they demonstrate their full potential. It requires asking impeccable questions and learning how people/teams are developed, trained and held responsible for their contribution in the organization.
People development occurs through defining outcomes that provide attainable goals. In addition people development requires understanding client culture and strategic goals. Often clients know what they want and do not know how to create the right learning and development environments to produce those results.
People Development occurs at three levels.
Organizations require people development in order for organizational strategies, change and redesign to work.
Teams require people development in order for teams to be highly effective and deliver consistently over time
Individuals require development so they can meet specific goals and outcomes which integrate into the organization’s goal and competency achievement
People Development occurs through a variety of approaches such as: coaching, training, facilitation and performance management strategies.
Executive and Developmental Coaching
Coaching has long been a standard for Executives, Managers and High Potential employees in high performance companies. Why? It has been proven to bring significant results to the individual and the organization by effectively increasing leadership, communication, strategic planning and problem solving skills, as well as impacting overall job satisfaction and productivity.
Our coaches work with the organization and those being coached:
To identify the desired competencies necessary to improve over all performance
To develop new skills and assist when performance is not meeting current expectations.
Incorporating various tools for feedback.
Some of the tools used are: DISC, MBTI, Leadership Impact, Lifestyle inventory and a diverse group of Multi-rater feedback approaches.
Competency Modeling
Hiring the wrong people? Know who’s most competent? Promoting the right people? Get it right and you dramatically increase market share and ROI. Get it wrong and you’ll lose time, money, and more.
As a concept, competencies have been around for hundreds of years…What is different today is the emphasis on choosing the competencies that will create wealth or financial success for organizations. The term “Competency” has many meanings:
Are firmly rooted in real requirements for job success defined at the right level of detail without being generic or overly complex
Provide maximum value and leverage client hiring, development, performance management
Match promotion processes with the competency models that are instituted.
Performance Management
In today’s competitive market place, it is more important than ever to manage and measure your organization’s human assets to insure long term success. Regardless of the products or services an organization provides, it is their people that determine the success of the organization.
Realized Performance can help organizations develop a Performance Management Program that helps retain and grow human assets to serve the long term success of the business. Our programs also address poor performers – assisting to determine whether to move them up or out of the organization.
Retains and builds upon what is working and provides the organization with the tools to help create a comprehensive Performance Management program that fits with the culture and the needs of the organization.
