Case Studies
Training and Development; Enhanced Management and team effectiveness to facilitate growth
This project, part of an on-going change effort, illustrates a collaborative approach between the Group Chief Operating Officer and Matrix Resources. Having sites situated across four geographical locations, over two countries provided a situation whereby the GCOO wanted to ensure a continuity of organisational training and development.
Goal
- Further develop Senior Management Team; specifically Critical Management Competencies;
- Develop Communication and Team Dynamics skills for Management and Supervisors.
Critical Actions
- Carried out a Gap Analysis
- Working with the Human Resources Manager, facilitated a series of workshops on Team Dynamics and Communication skills for Supervisors.
- Prepared competency based performance assessment tools for evaluating Management and Professional staff.
- Designed and implemented a customised Management Development programme to be delivered by the Group Chief Operating Officer.
- Prepared workbooks for Critical Thinking and Decision Making strategies
Outcomes
- Identified areas of conflict within the individual site and created new strategies and established agreed communication protocols for Management and Supervisors to support and further develop staff.
- Enabled sites to come together as a more cohesive group; positioned Managers to utilise the skills of colleagues to complement their skill set; created an in-house mentoring environment.
- Provided the Group Chief Operating Officer with identified areas for both Individual Management Development potential and as a Management Group.
- Provided the organisation a comprehensive library of Self-development Material relevant to the Competency Assessment.
Psychometric Assessment; Who Are We?
This Blue Chip Client is a leading family owned multi-national operation – recognised for their innovation, they have an exemplary reputation, spanning nearly 40 years of designing and delivering individual business solutions for their clients.
The Managing Director wished to better understand the people in his Senior Management team, with particular focus on their interpersonal manner, how they think, their approach to coping, the roles they naturally play in a team environment, their leadership and subordinate styles, and their approach to influencing and persuasion; in order to realise the strengths and development potential in his lead management team.
Goal
- To assess the current Management Team and to understand how they ‘fit’ with the culture of the organisation; how they typically think, feel and interact in ways that may be productive or counterproductive for the team and organisation.
- To assist with selection, individual and team development, coaching and guidance.
Critical Actions
- Undertake a comprehensive study of the organisation itself: its purpose, design and structure
- Carry out a comprehensive, trait based assessment of personality.
- Carry out a series of Adaptive Reasoning Assessments and Computer Literacy tests.
- Provided one-on-one feedback, coaching and additional support to Management and Supervisors.
Outomes
- Staff Self-awareness
- Provided the Managing Director with Individual and Team Assessment Psychometric profiling, including a Gap Analysis of essential skills (Verbal, Numerical, Reasoning and Computer Literacy).
- Identified the requirement for a professional business writing course, and extended computer literacy training.
- Commissioned a targeted customised professional Business Writing Course to be delivered in-house based on the individual requirements of each Senior Manager, and the group as a whole.
- Commissioned a targeted Microsoft Word and Excel in-house training provider to deliver computer courses to aid both business writing reports and preparation of budgets.
- Promotional / career development
- Streamlining of the Management Team structure including role undertaken by the Managing Director
Job Analysis; What Do We Do, And Why?
Due to the rate at which this client had experienced growth, many of the positions did not have specific Job Descriptions capturing their tangible key responsibilities and key performance indicators. Essentially, the client was requiring an accurate recording of the work actually carried out and the reasons for doing it, which they interact with both internally and externally, along with a Person Specification to identify the knowledge, skills and abilities that the job holder must have and the environment in which the job is undertaken.
Goal
- To document the accountabilities and responsibilities of each role within the organisation, including setting out the nature of the relationships between a specific position and other positions internally and outside the organisation and outline the areas of the jobs expected contribution to the achievement of divisional or overall organisational goals.
Critical Actions
- Undertake a comprehensive study of the organisation itself: its purpose, design and structure, inputs and outputs, internal and external environments, and resource constraints.
- Determination of the most efficient methods of doing a job, the key tasks carried out (performance elements), the key performance indicators (outcomes) for the role, the conditions under which they are performed, and what the job requires in terms of aptitudes (potential for achievement), attitudes (behaviour characteristics), knowledge, skills, and the physical condition of the role and employee.
Outcomes
Identified areas for organisational improvement; including policy and procedural recommendations. Created a working Job Description and Person Specification which linked to:
- Increased Employee engagement and ownership of their key drivers
- Enhancement of the employee's job satisfaction
- Improvement in training methods
- Development of performance management systems
- Matching of job-specifications with the person-specifications to aid employee selection.
- Developed natural Succession Planning within identified positions.