Employee Assessment

When addressing performance issues within an organization it is easy to jump to solutions before the client has acknowledged the need. This is common, but can be overcome with a systematic process that positions your credibility, identifies performance opportunities, and motivates your client to support change.
Once you have identified specific performance improvement opportunities, you can measure the potential impact your solutions will have on growth, profit, and control.
Do you have an effective system for evaluating, presenting, and implementing process and procedural solutions to existing and prospective clients?

Supervisor Assessment

Selecting and developing supervisors is a universal need in the marketplace and represents a major opportunity for consultants. The talking points to prospective clients must articulate how a supervisor’s natural instincts, reactions, and overall behavior dramatically influences their effectiveness, and represents the focus and value of our consultation.
Consultants need more tools than just their perception of a supervisor’s natural instincts and behavior if they are going to successfully challenge and guide them toward excellence. Once a supervisor reaches the tipping-point of understanding and accepting the need for change, then you are positioned to coach them to success.

Soft Skills Assessment

Professional consultants need to establish an understanding with a client that soft skills drive employee engagement and are key to organizational performance. Knowing there may be a natural skepticism to invest time and resources into interpersonal skills, employee assessments or surveys provide a tool to focus on the specific outliers that are impacting employee engagement.
Assessment results must translate into actionable information, providing consultation opportunities that may range from basic administrative functions, such as documentation of roles and responsibilities, to a specific focus on interpersonal skills that will impact the employee engagement environment of an organization.
Employee assessments and your analysis will expose disparities, deficiencies, or opportunities that confront your client, creating a tipping point that enables you to implement solutions and position you as a strategic partner.

Organizational Assessment

When evaluating organizational performance for a client, your due diligence should include the perspective of existing employees.
For many reasons individual employee insights typically do not impact change. Their opinions are diluted by layers of management, lack of communication skills, and their gradual indifference to influence.
The most efficient way to identify organizational challenges and opportunities is by implementing an assessment that leverages the experience of a workforce and captures their insights as one-voice on organizational performance.
As you blend the vision of leadership with the insights of employees, along with your personal experience and solutions, you can focus your conversation with management, while minimizing the natural resistance to change.