The in-depth, individual assessments we carry out and the multi-rater assessment programs we conduct with groups of varying sizes often give us a uniquely detailed perspective on the learning and development requirements of our client organizations.

In the individual case, we can suggest a program of development activity that makes the most sense for that individual, based on his or her temperament, preferences, learning style and cognitive abilities. This can play a crucial role in helping the person being assessed in creating a practical, prescriptive plan to leverage strengths and address skill development gaps.

In the case of groups, our ability to analyze and draw meaning from the data base of 360 degree feedback enables us to identify development needs at the level of the team, unit, department or even the entire organization. For example, the aggregated multi-rater assessment data may reveal that Peer ratings on an item related to "Managing Conflict" tend to fall more frequently in the "development required" range. This puts us in a position to flag Effective Conflict Management as an organizational need, and to suggest training and development strategies to address this at the corporate level.

We have also designed and delivered specialized competency training programs that specifically address the development concerns of the client. These have included workshops on behavioural interviewing for hiring managers and principles and techniques for conducting performance review interviews.

Whenever a consulting engagement results in the need for on-going certification or refresher training to sustain a process such as a performance management system, our approach is to build in a train-the-trainer program. This moves the skill sustainment process in-house, reducing reliance on external vendors, training houses and consultants.

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