Development

Talent management database

Assessment data is often filed away and forgotten about. At GatenbySanderson we understand the importance and value of retaining this information so that it can be drawn upon in the future if needed.

This is why we build our clients a specific talent database, which can be added to and developed over time to track and manage training spend in the areas where the analysis shows there are definite development needs, or areas where strengths should be capitalised upon.

Transition coaching

One of the most cost effective benefits we offer our clients, and the option that senior level candidates really appreciate, is transition coaching. Having gathered a wealth of insightful data during the assessment process, we use the assessment report as the start point to work with the successful candidate in identifying their strengths and development areas.

The outcome is a new employee with higher levels of insight and self knowledge. In turn, they are better able to address their development needs within their new environment, with the skills to capitalise quickly on their leadership strengths. A written development plan is usually produced, against which the coachee and coach can review performance four to six months on from their start date.

An organisation demonstrating an explicit commitment to continuous development, at the most senior levels (those often forgotten), reduces the likelihood of losing key people. Coaching is invariably a highly motivational experience for the individual, counterbalancing the frequent drop off in enthusiasm that can often occur after the initial ‘honeymoon’ period is over.

Mentoring

An effective mentoring scheme is often hard for organisations to set up themselves. At GatenbySanderson we have a pool of current, highly experienced senior people working as interim managers, who are enthused by the prospect of sharing their skills and experiences with others.

We set up a ‘matching’ session to ensure both sides are comfortable with each other. These sessions are used to define ground rules and agree on the schedule of regular sessions at times that suit both sides. A review date is also set to ensure the mentee continues to gain value from the process.

Coaching and action learning

Our coaching solutions are tailored to individual and organisational requirements. There is no ‘one size fits all’. Although coaching relationships are ultimately determined by the coachee, the use of behavioural assessment can often help them to identify meaningful development goals that dovetail with those of the organisation. The coaching relationship flows from this.

Assessments can include personality profiling and 360° appraisal, both of which promote personal-professional insight that lead to performance improvement.

Coaching is a very versatile development tool that can also be used successfully in groups. This usually takes the form of action learning which enables peers and colleagues to problem solve collectively, focusing on real workplace challenges that are current and unresolved. It offers two layers of learning – how the individual deals with a particular issue and, secondly, what they learned from it.

Career Counselling

We are not a provider of large scale career counselling. Instead, our two stage service is a bespoke offering to a select number of senior clients who are considering their career options.

Working one-to-one with either a business psychologist or senior HR professional, we begin by conducting an assessment session to identify current strengths and development needs (in the case of many candidates this is often something that has not been done for some time).

From this, the next stage is to hold an initial exploration session to identify their aspirations; perhaps a cross sector move or maybe a downsize or upsize in role. This is done with one of our senior recruitment consultants, who is best placed to understand the marketplace and to advise on possible options.

360 appraisal and development

There are numerous 360 tools available and we are very adept at helping you select appropriately, and then build a development programme that optimises the outcomes.

Our ethos is that 360-based learning and development is only effective if it is experienced and communicated positively by the top team. This gives it credibility and kudos, and so encourages an imperative for change across the organisation. Individuals receive feedback that enables them to reflect on their current performance, and then plan how they can move forward. Each person will have a unique development map that fits with their aspirations and those of the organisation.