Our Approach

Talent solutions custom designed to develop a robust leadership pipeline for your organization. Our proven approach: Hire Great People, Develop Leaders, and Drive Succession Plans.


57% of companies use pre-hiring assessments which increase retention, engagement, and customer retention when used effectively and consistently.
(Aberdeen study)

A bad hire can cost more than $25K.
(Harris Interactive Poll)


60% of new managers fail or under-perform in the first 24 months.
(CEB Global-Gartner Group)

A good manager is worth $192K more to a company than a mediocre or poor manager according to (GetLighthouse).


Only 42% of small-midsize business have succession plans.


90% of Millennials say that a clear succession plan would improve their level of engagement.

The Costs of a Bad Hire

  • 41% of companies said the cost of a bad hire was more than $25K.
  • Managers using pre-employment assessments are 36% more satisfied with their decision than those who don’t use assessments.
  • Companies using assessments are 24% more likely to hire employees who exceed performance goals.

Our Approach to Hiring Great Employees


Before you start the hiring process, train your managers on how to effectively narrow the candidates down with phone screens, conducting effective behavioral interviews, selling the candidate on the position, and making hiring decisions while managing biases.

Once you’ve identified your top candidates, administer behavioral assessments that measure their natural talents. Third party objective interviews conducted by our experts assist in making the optimal decision.

Set Your Leaders Up for Success

First time managers bring knowledge and expertise to their position, yet many step into management roles with no management training:

  • 60% of new managers fail or underperform in the first 24 months and the majority never receive management training.
  • 70% of learning comes from hands-on experience, proper training and coaching incorporates action learning into the leadership development process.

Develop Your Rising Stars into Strategic Leaders


Provide new and rising managers with the knowledge and skills they need to be successful by determining what key competencies and skills they need. A custom Leadership Certification Program is the key to addressing leadership gaps.

Topics covered include:

  • Communications
  • Coaching and Performance Feedback
  • Delegation
  • Teams
  • Conflict Management
  • Emotional Intelligence
  • Listening and Questioning
  • Accountability
  • Hiring
  • Decision Making

Through a structured coaching process, managers become more self-aware of behaviors and how they support or hinder their success. The goal is to shift behaviors and develop new habits that increase performance and ensure future success.

Coaching combined with training and workshops reinforces learnings and integrates to current responsibilities, projects, and initiatives.

Group coaching is a proven method for peers and/or teams to learn from each other, increase collaboration, problem solving, and communication. Group coaching multiplies learning with employees through shared experiences and takeaways, and reinforces learning from individual coaching.

Planning for the Inevitable

  • 62% of all employees and 90% of Millennials say that a clear Succession Plan improves their level of engagement.
  • Succession Planning is rated by CEOs and corporate boards as the third most important issue, after financial results.

Most small to mid-size companies don’t have a succession plan putting them at risk for unexpected turnover and expensive interruption of leadership, knowledge and expertise

Succession Planning for Organizational Continuity


Benchmark your organizational readiness to identify the areas you need to enhance for a successful succession plan implementation.

Areas evaluated include:

  • Organizational Infrastructure
  • Key Roles
  • Competency Model
  • Assessment Process
  • Development Approach

This fast-track process starts by identifying the behaviors that support your company core values and further defines behaviors and actions leaders need to practice to set your company apart from the competition.

The resulting Core Competency model is incorporated into future 360 Assessments for identifying high potentials and as a resource for development plans.

Identifying High Potentials (HIPO) takes discipline – only 1 out of 6 high performance employees display attributes indicating potential. Companies must understand what core leadership competencies are for their organization and measure employees against these competencies using assessments.

This 5 step HIPO identification process starts with your Core Competency model to identify organizational, value based, and specific job competencies.

Once identified, these competencies are used to deliver a 360 Assessment to measure individual employees’ competency levels.

In addition, a behavioral assessment by Business DNA is administered to measure the employee’s natural strengths and talents.

Using a 9 Box Potential vs Performance Matrix to chart your employees’ potential and prioritize development efforts in your organization. The results include the creation of an organizational development plan.

By focusing on action learning, coaching, and mentoring, developing high potentials isn’t expensive. A rigorous gap analysis of current competencies and required future competencies performed for each high potential to ascertain the best learning modalities to employ for specific development needs and design a development plan for your high potential employees.

Ready to Create Executive Velocity?