Your challenges in the context of change and organizational development have primary focus in our approach. We connect business needs to individual development and deployment of your employees.  We offer an integrated approach for talent development and leadership development.

Overall, we identify the following steps in our analysis and advisory approach, but of course will be customized to your specific questions or context.

1. Context analysis (usually information is already available):
   • Common view of the context of the organization
   • What are the important developments in your market?
   • What are the strategic drivers and challenges within your organization?
   • What are strengths, weaknesses, opportunities and threats (SWOT)?
   • …….
2. Culture analysis (online assessment) | Areas of change (Focus areas)
   • How is the current culture perceived and in what kind of culture employees like to work?
   • Insightful reports of current and desired culture
   • How do the results of the culture analysis relate to insights from the context analysis?
3. Talent analysis (online assessment):
   • What talents do employees have? What is their preferred working style? Leadership style? This will be visualized in the Octogram based on the eight (8) roles of Robert E, Quinn
   • Which career values do employees find important?
   • Extensive individual report, Octogram Talent Profile, that may serve as input for individual development plans and career dialogues
4. Job profile matrix
   • One single overview of important career paths of (key) positions and roles within the organization. For each role at different levels, dominant features (in color) are identified aligned with the Octogram model
   • Generic role types  which are clearly differentiated from each other with respect to problem solving capability and skills
   • Ideal tool to have dialogues with employees with respect to (career)development and if connected to talent analysis give insight to which roles match employee’s strengths
5. Q-scan | Strategic Personnel Planning
   • Demonstrates the dynamics between managing qualitative and quantitative staffing and intended direction of change
   • Analysis tool: “Can we achieve our goals with the current staff and capabilities and which actions to take?
6. Talent Dashboard
   • Dashboard only at group level (anonymously)!
   • Powerful tool to measure the alignment of individual talent profiles (Octogram) and job-/role profiles and this answers the question: “To which extent are employees put in their strength?
   • Also measures the alignment between individual profiles (averaged on group level) and areas of change of the organization

The talent dynamics concept cab be widely used, but is in particular interesting for the following target groups within the organization:

• (Senior) management/executives
• (Senior) specialists
• (Senior) professionals
• High potentials

Although we can offer a full integrated approach, this is not alway optimal in your specific situation. Most organizations already put effort in talent management in some way, like a competence model, individual development plans or succession management.

Our approach can be customized to the needs of the organization. Existing models or tools within your organization may possibly be integrated in the Talent Dynamic approach. We are happy to consult you in this.

We can also support you in creating buy-in from management and/or workers councel.

Our approach is based on the well known ‘Competing values model’ of Robert E. Quinn, a profound theoretical and scientific bases and is supported by congruent innovative webbased instruments and tools.