Talent Optimization Practice
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The Talent Optimization Practice at Peak Performance Group specializes in the development of individual and organizational capacity for learning and building competence. It is this underlying capacity which enables individuals to continually adapt to change and to effectively steer the course of their life's purpose and work. For leaders and their organizations, this capacity ensures resilience and a talent pipeline of individuals who will continually create the right strategy and turn it into success for their enterprise.
At the individual level, PPG offers a host of coaching, assessment and development opportunities for our clients. All are customized to the unique needs of each of our clients and their companies. The partnership between executive and coach starts with trust and the mutual intention to expand the competence and effectiveness of the client within the business and organizational context. As the coach, we bring capabilities, tools and models for assessing effectiveness and identifying areas for improvement, designing plans and facilitating learning and change. We bring a distinctive ability to identify root cause at the organizational as well as individual level.
At the organizational level, the Talent Optimization Practice supports Human Resource teams and functions in developing enterprise processes and tools as well as developing their internal capability as business partners, organizational consultans and change agents.
Executive Assessment for Succession Planning, Career Growth and Professional Development
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Overview
Peak Performance Group’s Executive Assessment for Succession Planning, Career Growth and Professional Development options provide executives with a key tool to focus on their personal development, allowing them to optimize their global performance in their current position and preparing them for future growth and expanded responsibilities.
Growth-focused assessments provide the individual with insights on their current and future capability related to the executive’s global leadership skills, motivation and personal drivers, organizational acumen, cultural and environmental effectiveness, management skills, strategic effectiveness, interpersonal and influence effectiveness, stress management, and success in adapting to changing market and global business conditions.
Why Take Advantage of an Executive Assessment as a Tool for Professional Growth and Succession Planning?
Developing future leaders is the single greatest challenge that all enterprises face today. Corporate research over the last 30 years proves that those companies that invest in the development of leaders and maintain a bench strength of talent have a significant competitive edge demonstrated in profitability, market adaptiveness and sustained and predictable results.
Executive assessments centered on the healthy focused development of an executive significantly increases the return-on-investment of both time and financial resources while decreasing the risk of poor performance due to inadequate leadership preparation. Successful developmental assessments deliver: a) an identification of utilized and underutilized potential; b) identification of areas for development key to a business leader’s success; and c) developmental plans that could include training and education, on-the-job experience, and coaching.
Developmental-focused assessments are particularly valuable for high potential candidates, those executives in key succession plan positions and/or in identifying high potential candidates.
A series of recent corporate studies suggest that developing leadership talent, versus buying transient leaders, is the most efficient and effective means of strategic success. Notable among the findings:
Long-term performance success led by a succession-based leader exceeds that of externally hired leaders.
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Executives report that leadership bench strength has significantly decreased due to economic challenges in recent years and have few strategies to reverse the trend.
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Organizational performance improves with regular internal leadership changes year-over-year.
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The second most important issue facing business reported by corporate directors is succession planning, second only to strategic planning.
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"…two out of five top leaders fail in the first eighteen months….inadequate attention to succession issues…corporations must build their pipelines to the top." (Wall Street Journal)
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More and more companies are reporting preferences for growing managers and future executives over "buying" leadership talent.
How Can Peak Performance Group, Inc. Help?
Executive leaders as well as Human Resource leaders must ensure that the candidates their company selects for current and future executive positions have the best potential for long-term success. Peak Performance Group, Inc. provides leadership assessment services that will:
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Increase the success of selection and promoting the right candidate through expert assessment of leadership capability, personality, acumen, cultural and psychological fit.
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Enhance the success of the company in analyzing and identifying those executives with the highest potential for success.
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Improve the effectiveness and efficiency of the executive team in evaluating growth candidate’s ability to be successful in their specific and unique business environment.
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Increase the predictability of where the succession or high potential candidates will be successful and areas where he or she will need support.
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Support the optimization of an executive’s effectiveness through a successful transition to a new role in the company.
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Improve the effectiveness and efficiency of the executive team’s ability to determine internal candidate readiness to take on broader management responsibilities.
Key Elements of New Executive Assessment and Success
Three areas of assessment are necessary in providing an accurate and predictable evaluation of an executive. Often Human Resources owns the overall process to ensure the optimum fit. Human Resources, or Peak Performance Group in support of HR, work with the senior executive to evaluate the business skills and acumen. Peak Performance Group brings expertise in evaluating the additional areas:
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Business Skill and Acumen Evaluation: Human Resources supporting the senior executive often have the primary role to ensure full assessment of the candidate’s job history, critical assignments, performance, education and technical skills compared to successful executives in their internal and external peer group.
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Personality Trait Assessment: Each enterprise has a unique combination of demands that senior leaders must successfully address. These demands may require innate strengths such as working well under stress, the ability to adapt to fast changing environments and the ability to influence others to act for the greater good of the company. Relevant personality traits are much more difficult but equally important and critical to assess.
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Organizational Alignment Analysis: Research in the causes of new hire executive failure suggest that most often they are due to organizational, cultural, and environmental misalignment in the form of skills, work styles, motivations and values.
The ultimate goals of conducting the three forms of assessment are to provide the client with:
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a) an accurate evaluation of the executive’s capabilities,
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b) detailed plans for developing the executive to bring long-term success to the enterprise, and
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c) tools to guide and evaluate the executive’s development by his or her managers uniquely adapted to
client’s business and operational environments.
Executive Assessment Deliverables
The following deliverables, in the form of tools and techniques, provide individual executives and client companies with an accurate and predictable assessment of key executives.
The three executive assessment options employ them to varying degrees.
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Professional Business and Personality Assessment Instruments: Scientifically valid, American Psychological Association certified and professional proven instruments that predict executive performance and identify potential problem areas are the foundation tools for assessing candidates.
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Leadership Capability Interviews: As an adjunct to the instrumentation, brief and efficient one-on-one interviews are used to hone in on areas of strength and weakness, providing HR and management with examples and frameworks to evaluate and predict success.
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Company Environment and Organizational Analysis: A brief and efficient organizational analysis is conducted for the more volatile client environments where executive success and the accuracy of selection rests more with leadership capability related to culture, values, complexity and the level of stress inherent in the operations of the client company. This organizational assessment creates an operational model in which to evaluate individual leadership capability.
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Detailed and Customized Individual Professional Development Plans: A detailed professional development plan is created that could include: training and education, on-the-job experiences, executive coaching and self-driven development.
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Recommendations to Support the Executive in Current or Future Positions: To increase the executive’s long-term success recommendations are made that include such things as staff support, operational and process design development, professional development and considerations regarding the uniqueness of the company’s culture, values and operational complexity are created.
Executive Linkage for Success
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Overview
Executive Linkage for Success is a targeted results-oriented service focused on building capability between executives to resolve challenging conflict and to solve key problems critical to personal and enterprise success.
The growth and competitiveness of a business lives and dies on the ability of executives to tackle critical issues, drive constructive conflict and resolve key problems in the best interest of the enterprise. Good conflict is the lifeblood of sustained company success. Unresolved or badly managed conflict between executives robs a company of energy, synergy, creativity and morale.
The Executive Linkage for Success service is targeted at key executives either entering into a volatile situation with another executive or currently locked in a cycle of unresolved conflict or problem solving needing a timely breakthrough.
In a real-time fashion, a Peak Performance Group expert will strategize, facilitate and support the development of constructive interactions between the executives while simultaneously developing their skills in a non-threatening environment for successful ongoing resolution of the current and future issues.
Designed as an efficient 2 to 3 session model, the activities of this service include: gathering individual executive data, designing the executive engagement model unique to the situation, facilitating the "right" conversations leading to resolutions between executives, teaching interpersonal engagement and influence techniques, and collaboratively developing an ongoing strategy to follow.
This is a highly confidential program, guaranteeing that your executives will be provided the guidance necessary to help them come to a mutually agreeable resolution and enabling them to work together more effectively and professionally.
This is also a superb compliment to an executive coaching endeavor employing a truly neutral third party to mediate acute problems between specific executives.
Read a case study.
a case study...
A Marketing Manager and Sales Manager within the same organization were not working together effectively. This was preventing the rest of both teams from making forward progress in a timely fashion. Upper management realized that something needed to be done as soon as possible before the situation became much worse. A third party facilitator was brought in to facilitate communication between both managers. This confidential process took place over a few days. It was a flexible process that lasted for a few hours each day. Within that time both managers were able to identify their interests and see that there were many options for resolution. They were also able to see that the assumption that they each had for the other was incorrect. Both managers wanted the same outcome; they just saw how to get there differently.
Once a resolution had been reached both parties were off and running. After a few weeks the facilitator returned and met with both managers. She saw such different people; she saw a team working together. The production had increased so much that they were confident they would surpass the original goals that had been set months prior. They also developed a mutual respect for each other and had open communication in the day to day process.
Audience
Executives who need to resolve problems or conflicts with other executives immediately or in the short term. Models are available for executives in one-on-one situations as well as a group of executives working through a specific issue.
Benefits of the Executive Linkage for Success Program
Enable the executives to resolve critical issues that are time sensitive and key to the business' success.
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Improve the ongoing working relationships between executives.
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Provide a framework to resolve future conflicts and problems.
Program Features
Features of this program include:
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Efficient and succinct model for intervening and mediating a critical issue.
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Teaches the executives how to have the "right" conflict conversation and avoid destructive engagement
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Assumes executives are talented and open to guidance in creating a breakthrough and learning techniques to apply in future situations.
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Executives take ownership of the process from start to finish.
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Employs proven techniques employed throughout many industries and environments.
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Services delivered by highly-trained and experience mediation professionals.
Human Resource Contracting Services
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Overview
Peak Performance Group, Inc. (PPG) Human Resources Contracting Services provides client organizations the Human Resources support needed to ensure they are: a) able to manage the day-to-day operations of their business; b) are able to grow with new challenges; c) can respond to unforeseen needs; and d) have available critical skills and experiences at the most opportune time in support of the long-term strategic goals of their enterprise.
In partnership with our clients, PPG assesses the needs and determines the experience and competency required for success, then provides specific talent in a timely manner. As with all of our services, the Human Resource Professionals delivering the contract services have access to the expertise of all of the practices at PPG and will provide expanded capability when helpful – at no additional cost to our clients. As an example, a PPG Human Resource Professional working on an acquisition may bring advice and consultation from the Organizational Analysis and Design practice to bear on integration work for the client. Or, the Recruiter may tap the expertise of our Human Assessment practice in supporting the client’s selection process.
Our clients value the flexibility, targeted expertise and performance focus which deliver results for their unique needs and requirements by bringing on the right Human Resource Professional at the right time.
Peak Performance Group, Inc. Offers a Broad Range of Talent
To address a diverse set of client requirements, PPG provides Human Resource Professionals with deep experience in their area of expertise and demonstrated ability to build relationships and deliver results. Our professionals have held top Human Resource positions in companies of various sizes and in various stages of business life cycle from start-up to turnaround, from rapid change to global expansion. They have been "feet-on-the-ground" for due diligence or integration with acquisitions. They have handled generalist assignments across many industries and in high stress environments. Our experts quickly assess the situation and develop solutions that work for the business and the people, whether that is bringing on new talent, creating a performance management system, covering for a trusted business partner on leave or leading a key change management period.
Services
A variety of services are provided to meet our clients’ needs:
| HR Generalist |
As a trusted business partner, Human Resource Generalists being expertise from many disciplines as they work hand-in-hand with line managers to identify human resource requirements. They implement processes and tools and provide advice and coaching in order to improve organizational capability.
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| HR Senior Executive |
At the executive level, Human Resource Leaders work with senior line leaders to gain insight into organizational and talent needs to support the business strategy, develop and often lead the implementation of plans to meet those needs. They conduct analysis and develop strategies to improve organizational performance, provide coaching and counsel to senior leaders, and often design, staff and develop the Human Resources function.
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| HR Administration |
Responsible risk management and compliance requires effective Human Resource Administration in support of the organization’s culture. The HR Professionals at PPG work with clients to develop appropriate Policies and Procedures, Employee Handbooks, EEO Reporting, Affirmative Action Plans and HR Metrics.
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| Employee Relations |
Advice, counsel and programs to support managers in building strong and positive employee relations is key to building productivity as the business grows and changes. Human Resource Professionals from PPG bring expertise in performance management, conflict resolution, communications, employee surveys, team development, optimizing diversity, orientation, onboarding and retention.
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| Rewards and Recognition |
A targeted compensation philosophy and programs are critical to attract, recruit, motivate and retain the right talent for the business. Our specialists work with clients to develop a competitive position, internal equity and effective outcomes through market analysis, competitive pay practices, incentive plans and custom reward systems. We develop compensation management tools including job families and salary levels/ranges and connect these to performance management tools and systems.
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| Learning and Development |
Linking continuous learning to performance improvement for the business builds a culture to sustain a firm through each stage of the business life cycle. The learning specialists at PPG work with clients to assess the business needs and develop a strategy for learning and development. From this plan, specific programs are designed utilizing a range of methodologies including: individual development planning, classroom, distance learning, on-the-job training, online and blended solutions.
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| Change Management |
Strategic and tactical change requires management and attention to numerous factors including: the organizational design, culture, employee morale, communication, goal alignment, human resource alignment, training and coaching, and employee engagement and influence. PPG offers Human Resource support in the design, management and implementation of all forms of change including strategic business changes, mergers and acquisitions, and business and organizational adjustments to support goals and business models.
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Talent Strategy Analysis and Development
In an environment of global competitiveness and rapid change, leaders from business, non-profit and government organizations increasingly recognize that tapping the full potential of the people in their enterprise is critical to achieving the mission. Yet few leaders have experience in building a human capital dimension into their business strategy. At PPG we have business and HR leaders who have done this work and methodologies to support enterprises from start up to maturity to ensure the selection, development, motivation and retention of talent required for success today and in the future.
The Talent Optimization Practice brings expertise to Human Resource leaders and executive teams in the development and implementation of talent strategy as an integral element of the overall business strategy.
Executive Assessment and Selection For Success for Internal Human Resource Professionals
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Overview
Peak Performance Group's Executive Assessment and Selection for Success options provide human
resource professionals with an additional tool to ensure that the candidates chosen are best suited for
their organization and will be successful meeting long term strategic goals.
Professional executive assessment provides decision makers with more complete information about a
candidate's capabilities and fit with the organizational, cultural and environmental demands of a
particular business or enterprise. It does not provide a guarantee of success, nor should it be used as a
sole determinant to eliminate a candidate.
Why Assess Executive Candidates?
According to multiple studies, 40% to 50% of newly hired executives fail within the first 18 months of
employment. The current research supports the notion that executive failure has more to do with the
improper alignment between the executive's career motivation and cultural orientation with that of the
client organization. Executive business skills or acumen deficiencies are rarely the cause.
Professional executive assessment reduces the risk and significantly improves the candidate selection
process, ensuring a better match against the specific needs of the company. It is also a critical component
of a comprehensive and meaningful talent management and succession planning program. Examples of
the costs of hiring the wrong candidate are demonstrated by one study that found costs may be up to 24
times the salary of the executive and another that calculated actual dollar amounts ranging from
$750,000 to $1,200,000 per hiring failure.
How Can Peak Performance Group, Inc. Help?
Human Resource leaders must ensure that the candidates their company selects for new hire or internal
promotion have the best potential for long-term success. Peak Performance Group, Inc. provides
candidate assessment services that will:
-
Increase the success of hiring or promoting the
right candidate through expert assessment of
leadership capability, personality and
psychological fit.
-
Enhance the success of the company in analyzing
and identifying the candidates with the highest
potential for success.
-
Improve the effectiveness and efficiency of the
executive team in evaluating the candidate's
ability to be successful in their specific and
unique business environment.
-
Increase the predictability of where the newly
hired or promoted executive will be successful
and areas where he or she will need support.
-
Support the optimization of the new executive's
effectiveness through a successful transition to his or
her new role and integration into the company for
new hires.
-
Improve the effectiveness and efficiency of the
executive team's ability to determine internal
candidate readiness to take on broader management
responsibilities.
Executive Candidate Assessment Deliverables
The following deliverables, in the form of tools and techniques, provide client companies with an accurate
and predictable assessment of executive candidates.
The three executive assessment options employ them to varying degrees.
-
Professional Business and Psychology Assessment Instruments: Scientifically valid, American
Psychological Association certified and professional proven instruments that predict executive
performance and identify potential problem areas are the foundation tools for assessing
candidates.
-
Leadership Capability Interviews: As an adjunct to the instrumentation, brief and efficient one-on-one interviews are used to hone in on areas of strength and weakness, providing HR and
management with examples and frameworks to evaluate and predict success.
-
Company Environment and Organizational Analysis: A brief and efficient organizational analysis
is conducted for the more volatile client environments where executive success and the accuracy
of selection rests more with leadership capability related to culture, values, complexity and the
level of stress inherent in the operations of the client company.
-
Focused Interview Plan and Interview Questions: Based on each of the assessments employed, a
semi-structured interview plan with specific questions are provided that enable HR and
management to focus specifically on the unique strengths and potential weaknesses of the
candidate as they relate distinctly to the job. Efficiency of the interview increases dramatically
with this tool.
-
Recommendations to Support the Newly Hired or Promoted Executive: To increase the
executive's transition and success during the critical first 18 months on the job,
recommendations are made that include such things as staff support, operational and process
design development, professional development and considerations regarding the uniqueness of
the company's culture, values and operational complexity are created.
Executive Assessment and Selection For Success for Retained Search Executive Recruiters
Download as .PDF
Overview
Peak Performance Group's Executive Assessment and Selection for Success options provide executive
recruiters with an additional tool to ensure that the candidates chosen are best suited for their client's
organization and will be successful meeting long term strategic goals.
Professional executive assessment provides decision makers with more complete information about a
candidate's capabilities and fit with the organizational, cultural and environmental demands of a
particular business or enterprise. It does not provide a guarantee of success, nor should it be used as a
sole determinant to eliminate a candidate.
Why Assess Executive Candidates?
According to multiple studies, 40% to 50% of newly hired executives fail within the first 18 months of
employment. The current research supports the notion that executive failure has more to do with the
improper alignment between the executive's career motivation and cultural orientation with that of the
client organization. Executive business skills or acumen deficiencies are rarely the cause.
Professional executive assessment reduces the risk and significantly improves the candidate selection
process, ensuring a better match against the specific needs of the company. It is also a critical component
of a comprehensive and meaningful internal talent management and succession planning program.
Examples of the costs of hiring the wrong candidate are demonstrated by one study that found costs may
be up to 24 times the salary of the executive and another that calculated actual dollar amounts ranging
from $750,000 to $1,200,000 per hiring failure.
How Can Peak Performance Group, Inc. Help?
Peak Performance Group, Inc. provides candidate assessment services that will:
-
Increase the success of hiring the right
candidate through expert assessment of
leadership capability, personality and
psychological fit.
-
Enhance the success of the company in
analyzing and identifying the candidates with
the highest potential for success.
-
Improve the effectiveness and efficiency of the
firm's executive team in evaluating the
candidate's ability to be successful in their
specific and unique business environment.
-
Increase the predictability of where the new
executive will be successful and areas where he or
she will need support.
-
Support the optimization of the new executive's
effectiveness through a successful transition and
integration into his or her new company.
-
Improve the effectiveness and efficiency of the
firm's executive team's ability to determine
internal candidate readiness to take on broader
management responsibilities.
Executive Candidate Assessment Deliverables
The following deliverables, in the form of tools and techniques, provide client companies with an accurate
and predictable assessment of executive candidates.
The three executive assessment options employ them to varying degrees.
-
Professional Business and Psychology Assessment Instruments: Scientifically valid, American
Psychological Association certified and professional proven instruments that predict executive
performance and identify potential problem areas are the foundation tools for assessing
candidates.
-
Leadership Capability Interviews: As an adjunct to the instrumentation, brief and efficient one-on-one interviews are used to hone in on areas of strength and weakness, providing client
interviewers with examples and frameworks to evaluate and predict success.
-
Company Environment and Organizational Analysis: A brief and efficient organizational analysis
is conducted for the more volatile client environments where executive success and the accuracy
of selection rests more with leadership capability related to culture, values, complexity and the
level of stress inherent in the operations of the client company.
-
Recommendations to Support the Newly Hired Executive: To increase the executive's transition
and success during the critical first 18 months on the job, recommendations are made that
include such things as staff support, operational and process design development, professional
development and considerations regarding the uniqueness of the company's culture, values and
operational complexity are created.
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Talent Optimization Practice
Executive Assessment and Selection
