Help Managers Develop Critical Leadership SkillsTo achieve aggressive business goals, a diverse global business needed to design and implement an integrated leadership development program for all levels of management, from potential supervisors through executives.
Implement Multi-Level Leadership Development ProgramTo address the company’s leadership needs, the Chatfield Group first developed and rolled out an assessment tool that evaluated and categorized employees using the skills, knowledge, and key competencies required by job function and level. Chatfield consultants then developed a new leadership development curriculum for the company using a combination of custom material as well as content purchased from vendors.
Once the new leadership development curriculum was in place, Chatfield consultants closely tracked employee participation to provide continuous feedback to executives and department heads.
Improve Pool of General Manager CandidatesA large manufacturing company was struggling to fill its GM ranks because it lacked clear insights about the key competencies needed to succeed in the position as well as a talent management approach to increase the number of qualified internal candidates.
Launch Targeted Effort to Identify and Develop Internal GM CandidatesTo help the company expand its pool of qualified GM candidates, the Chatfield Group made three key recommendations: first, conduct “need-and-gap” analyses of internal talent; second, expand the use of employee self-assessments; and third, identify the key core competencies necessary for success as a general manager at the company.
After gaining company buy-in for these recommendations, Chatfield consultants worked with the company’s senior leaders, department heads, and current General Managers to identify the skills, knowledge, and key competencies required to succeed in the GM role. Then the Chatfield Group compared the company’s GM needs against the skill sets of internal GM candidates as identified through employee self-assessments and observations from senior leaders.
After identifying the key competencies needed for general managers, and assessing the relative strengths of its internal candidates, the Chatfield Group designed a series of integrated training workshops and hands-on work assignments to strengthen the abilities of its GM prospects. In addition, Chatfield consultants developed a system of on-going curriculum support to ensure sustained training success.
Broaden Talent PoolA large consulting firm faced intense competition for the top-caliber hires it needed to preserve its position as a premier consultancy. Internal development and peer-group hiring alone were failing to fill the hiring pipeline.
The firm needed to reach out to candidates from industry. It also needed a reliable method for assessing capabilities needed to be implemented fast.
Train Hiring Managers with Competency-Based Selection & Assessment ModelIn a series of three-day workshops, The Chatfield Group taught the consulting firm’s U.S.-based hiring managers how to evaluate candidates using a sophisticated competency-based assessment model.
The Chatfield Group assembled a team of experts in assessment, training and competency-based selection processes to conduct the workshops, which included behavioral interviewing techniques and practice interviews as well as videotaped feedback.