Talent & Succession

Executive Interview Coaching for Organizations

Executive interviewing is different from interviewing at other levels. Well crafted questions looking for pre-defined competencies provide only part of the picture. Interviewing executives is about understanding who they are, their leadership character, leadership capabilities and their ability to lead in the organization’s culture. It is important to get beyond the polish and effective presentation to develop a fact-based understanding of the breadth, depth and complexity of capabilities and shortcomings of the candidate and have a detailed, data supported report from which decisions can be made – for selection, development, and/or succession-talent management.

We work with organizations to develop their talent intelligence. We consult with companies to train them to effectively assess individual leadership capability using the structured in-depth Labyrinth Career Assessment Interview process. We also partner with companies to help them evaluate key hires and promotions and provide an independent third-party perspective.

Succession-Talent Management – The 3-Step Process

1.  Capability Mapping™
Capability Mapping provides organizations with a view of the key positions and key talent that it will need to create future success in an increasingly complex environment. Our trained assessors work with organizational leaders to determine the complexity of the environment in which the organization operates and map the capability that needs to exist in order to be successful and achieve the organizational objectives. Once the positions are mapped, an assessment can be done of the incumbent who occupies (or is going to occupy) that position to determine the degree of fit.

2.  Labyrinth™ Assessment & Report
Determining how your talent fits into key positions within your organization is a complex task. The Labyrinth Talent Assessment Tool makes it as simple and straightforward as possible. Contact us to learn more about this innovative approach to assessment.

3.  Optimization & Recommendations
Once we have performed a complete assessment of your organization, we make recommendations to help you thrive. We may recommend reorganization or changes to roles and responsibilities based on gap analysis and development plans.

Employee Surplus, Restructuring, Terminations…

There are many fancy words, but the bottom line is consulting for: Delivering Bad News. We have a unique history and specialty in planning, structuring, and supporting organizational changes that result in employees being released from their place of employment. We guide leaders and managers in handling this very difficult management and leadership imperative, with grace, a foundation in ethical principles, and compassion for all affected. We have designed processes for entire sectors (steel, food, industrials, hospitals, government – federal and provincial), impacting thousands, and unusually complex individual situations such as returning a nun from a community. The process might be painfully difficult, but it can be done with compassion. We support the executive team to:

• Define the values from which all decisions will be made
• Identify the stakeholders
• Craft messaging
• Design logistics
• Review exit letters and script development
• Identify risks and mitigation strategies
• Prepare managers
• Design labour-management supported processes
• Provide pre-decision career workshops/coaching

Note: Given the confidential nature of this work, we will not post our client list.