People Powering Performance via human capital research-based consulting & advisory services

Approach

To create or upgrade your talent strategy, you need up-to-date leading practices and know what your competition is doing. We use a proprietary, one-of-a-kind, research-based consulting methodology that top-performing organizations rely on to create magnificent work environments, develop great leaders, unleash employee potential, and sustain big results.

Our method yields a combination of quantitative data and qualitative insights that come together to form evidence-based human capital strategies and success stories
top-performers simply can’t live without.


Actionable Research-based outcomes

DEFINE BUSINESS GOALS

  • Identify and prioritize key business drivers
  • Identify measurements of success

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DEFINE PROJECT GOALS

  • Hold project kick-off meeting with client core team
  • Define short- and long-term project goals
  • Define link between business goals and project goals
  • Define project deliverables
  • Define required project communication
  • Define project timeline
  • Define expectations
  • Define metrics for success

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IDENTIFY
STAKEHOLDERS

  • Identify all stakeholders – HR and talent leaders, executives and other business leaders and project team members
  • Engage in discussion with all stakeholders to align on project goals

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GAIN CEO AND OTHER SENIOR LEADER ENGAGEMENT

  • Gain agreement with executives and other business leaders on project approach
  • Agree with executives and other business leaders on project direction and management
  • Gain support and buy-in from executives and other business leaders
  • Clarify with executives and other business leaders the project deliverables
  • Hold executive kick-off meeting

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REVIEW INTERNAL DOCUMENTATION

  • Review business strategy
  • Review talent study
  • Review organizational structure

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BEGIN THE CHANGE MANAGEMENT EFFORT

  • Communicate the project goals and benefits to stakeholders
  • Identify and manage risks

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Evaluate business and talent landscape

  • Study current trends
  • Make hypotheses about impact of current trends on future business goals

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Survey target audience

  • Design survey questions to gather quantitative data
  • Launch survey to target audience
  • Gather, analyze, and synthesize empirical insights

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Interview target audience

  • Select target audiences that have a vested interest in achieving the business goals
  • Talk with target audiences to gain clarity for select survey points and gain color and context regarding the quantitative data

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Study refereed research

  • Be intimate with scholarly and academic publications comparing/contrasting their findings to our results
  • Debate provocatively to test our hypotheses and formulate new insights

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Consult internal experts

  • Share quantitative and qualitative results, hypotheses and insights with internal community
  • Validate and test practicality and usability of our findings

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Study benchmarks

  • Compare and contrast our results and insights to publicly available benchmarks

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Document initial leading practices and emerging trends

  • Document leading practices emerging within high performance organizations
  • Create initial draft of findings, leading practices, and emerging trends

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Test in the market

  • Validate and fortify leading practices and emerging trends within analyst community, advisory boards, and select clients and/or prospects
  • Add new perspectives as appropriate

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Publish research

  • Publish research-based reports, tools, frameworks, roadmaps, and illustrative models inclusive of quantitative and qualitative findings and actionable recommendations

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Prepare for strategy session/workshop

  • Prepare materials to include research publications, tools, and/or roadmaps
  • Identify and invite session participants to include CEO, other senior business leaders, and HR/Talent leaders

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Conduct strategy session/workshop

  • Facilitate internal session to gain consensus on published research
  • Agree upon recommended changes needed and next steps

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Plan a roadmap

  • Create a one-page draft action plan focused on critical next steps
  • Hand off action plan to senior leadership
  • Enable senior leadership to socialize action plan with other internal stakeholders

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Revise and finalize roadmap

  • Follow up with senior leadership
  • Finalize action plan

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Support education and communication to clients & prospects

  • Share resesearch findings at an upcoming internal town hall and/or external conference
  • Support discussions with clients and prospects
  • Enable client networking to enable and support continuous improvement

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NEED RESEARCH, CONSULTING, OR ADVISORY SERVICES?

Newsworthy

The press is usually sensationalized, but these publications are the doggone truth.

From Knowledge Worker to Insights Expert — the New Era and Reign of the SME

Check out our featured article in Elearning! magazine in the October 2017 edition. Employees are struggling to keep up with data that continues to grow at an alarming rate. Now, more than ever, they’re also having to make sense of changing technology with things like artificial intelligence (A.I.) and cognitive technologies in the workforce. According to … Continue reading From Knowledge Worker to Insights Expert — the New Era and Reign of the SME

Workforce 2020: Be Expert or Be Automated — Digital Technology Is Here to Stay

Check out our cover story on Workforce Management Excellence Essentials magazine cover story in September 2017. Massive data is coming at the workforce 24×7 and accelerating. Employees are overwhelmed – more so than ever before. Digital technology is here. Jobs are being automated – a phenomenon never before experienced. As such, work gets done differently. … Continue reading Workforce 2020: Be Expert or Be Automated — Digital Technology Is Here to Stay

300 Women in HR Technology Worth Watching

RecruitingDaily Presents: 300+ Women In HR Technology Worth Watching. Check out this March 2017 post on the movers and shakers in Human Capital and HR Technology. If you need advice, strategy help, execution ideas, leading practices, the insights, or the business case to advance your human capital decisions, an army of women stands ready to … Continue reading 300 Women in HR Technology Worth Watching

Improving Business Performance Via Learning

For the learner, improving engagement and retention requires a learning experience — not a training program. For the organization, it means a reduction in training costs, global reach and scalability. Check out this executive interview to learn more.

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HANG WITH US

We enjoy your company and your conversation. We love your ideas and savvy. Join us!

2017 iQPC Learning Conference

Transforming Learning in Our Next Era of Curated Insights
Dec 4 – 7, 2017 (register: https://customercontactlearningweek.iqpc.com/srspricing)

Webcast: New Employee Experience – Employees As Experts to Make Smarter Decisions, Faster

The New Employee Experience: Employees as Experts to Make Smarter, Faster Decisions
Nov 15, 2017 (register: http://web.hr.com/7ylh)

2017 iQPC ENGAGE360 Conference

Where Customer and Employee Engagement Come Together
Sept 25-28, 2017 (register: https://engage360.iqpc.com/pricing-register-now)

Webcast: The Networked Organization Supersedes the Hierarchy for Better Business Impact

Employee Networks: Get More Done Through Shared Expertise
Sept 13, 2017 (register: http://web.hr.com/a15e)

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