step 1:

Employee Assessment

Insight's Passion Career Development Workbook includes assessments and activities designed to focus leaders and managers on their strengths and role aspirations.

• Complete 5 industry-standard assessments and interpretation session
• Employee will review assessments and complete activities
• Employee will develop presentation to manager 
• Information will be input into a development plan

step 2:

Individual Development Plans

A 12-month individual development plan will be developed and presented by each employee based on interests, talents and skills. Managers will align plans to organizational needs and communicate growth opportunities.

• Managers will listen and respond to employee development plans
• Managers will communicate departmental goals
• Managers wand employees will mutually refine the plan
• BLOOM online accountability tool will track plan 

Step 3:

Training & Learning Plans

All employee individual development plans will be reviewed and integrated into a composite organizational training and learning plan. Organizational program recommendations will be made to support growth objectives.

• Composite training report will identify employee training and learning needs
• Learning programs will be matched to organizational plan
• Required/non-required learning will be assigned to roles and employees
• BLOOM will track learning program assignments

step 1:

Department Goal Alignment

The organization’s strategic growth plan will be evolved to departmental goals, strategies and action plans that will result in project and role clarification.

• Define departmental goals that align with organizational objectives
• Clarify operating strategies, action plans and project assignments
• Assign action plan steps and projects to roles
• Departmental goals will be entered into BLOOM® or project manager tool

step 2:

Organization Design

Based on the tiered strategic needs of the organization, we will design and discuss the options for the structure of functions, roles and information. The organizational structure to best support growth will be selected.

• Review options for the organizational design
• Select the best option and assign roles to primary functional areas
• Finalize organizational chart to identify relation of functions and roles
• Identify the information flow required to support new roles structure

Step 3:

Task Analysis & Role Definition

A task analysis for each role in the organizational structure will be completed with managers and employees. A role profile will be developed including key results areas (KRAs), skill requirements and KPIs.

• Complete task analysis for each role
• Develop role profile for each position including KRA and KPIs
• Define how information for KPIs will be captured and reported
• Setup processes and gain alignment on measure communications

step 1:

Stress, Fit & Productivity Analysis

We utilize the Kolbe System™ assessments and diagnostic reports to provide managers at all levels powerful ways to maximize strengths and job fit to reduce job stress, conflict and tension and impact productivity.

• Analyze statistical assessment results about what makes people tick
• Review objective data about potential problems
• Receive judgment-free ways to coach people
• Build synergistic teams and strategies for finding common ground

step 2:

Feedback and Development System

Our proprietary BLOOM® Performance Management System provides a simple online solution for developing people. Our business rules integrate roles with performance reviews and facilitate feedback from managers.

• Identify wage scales, required training and skills for roles
• Integrate role requirements with personalized performance reviews
• Develop individual development goals for employee growth
• Provide an online portal with multiple levels of security access

Step 3:

Alignment Analysis

The true impact of strategic alignment to employee performance can be measured with out-of-box as well as custom measurement tools. Here are some examples.

• Leadership Practices Inventory to discover management alignment
• Complete 360 Reviews among teams for peer-to-peer feedback
• Administer custom surveys or interviews to measure alignment triggers
• Implement employee engagement surveys

step 1:

Culture & Synergy Analysis

At the end of the day, culture fundamentally rules over strategy. Culture itself cannot be changed however behaviors can. We will help understand favorable and adapt unfavorable behaviors that drive your culture.

• Analyze culture and synergy assessments to identify key drivers/values
• Identify what in the culture works and needs to be maintained
• Identify what in the culture needs to change and why
• Develop culture change management plan

step 2:

Talent Selection & Succession

Insight makes finding the right person for the job easier and far less expensive than traditional methods. We provide a variety of affective, connotative and cognitive assessments to holistically measure people for roles.

• Kolbe Right Fit™ helps identify required methods of operation
• Prepare interview questions targeted to role requirements
• Develop succession plans including missing methods for success
• Prepare managers with relevant coaching tools for success

Step 3:

Leadership Analytics

The direct impact of leadership on culture and retention of top performers can be measured. Insight aims to assist leadership with the detailed and accurate tools required to measure the impact of leadership’s decisions.

• Kolbe Leadership Analytics™ reports proof-of-improvement metrics
• Inventory the collection of problem solving strengths on the team
• Break through group inertia and organizational paralysis
• Pinpoint sources of conflict and improve productivity