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Organizational Development

Executive Coaching

Leadership Development

Team Development

Employee Development

Performance Management

 

 
   
 

PEOPLE & ORGANIZATIONAL DEVELOPMENT > Organizational Development

Organizational Development encompasses the alignment of your people capabilities with your business strategy. 

Ask yourself the following:

  • Are your goals aligned throughout the organization? (Corporate, Function, Department, Team & Individual)  
  • How does your internal communication strategy help or hinder your performance?
  • Are your employees engaged in your organization’s Mission & Vision or are they actively creating barriers to success? 
  • Do you have the necessary performance management and rewards systems in place?
  • Do you have a clear snapshot of the health of your leadership capability?
  • Do you have depth in succession planning? 
  • Do you have the necessary workforce planning models in place to meet the ever changing demands of your organization?  

S3 specializes in building, enhancing and integrating your Organizational Development (OD) components.  Because each organization has unique OD needs, we specialize in customized services and products. 

Our consultancy enables your organization to achieve superior results through:

  • Competency Development

    • Competencies are an efficient way of linking your corporate goals and vision with all aspects of employee performance. Competencies help to articulate the behaviors and actions employees must demonstrate to be successful. S3 begins the competency modeling process through in-depth executive interviews and then validates competencies against high-performers throughout the organization.
  • Total Rewards

    • Simply stated, Total Rewards refers to the tools your organization uses to attract, retain and reward employees.
  • Talent Review & Succession Planning

    • The Talent Review Process drives the organizationís succession planning activities, which are focused on putting the right people in the right positions at the right time. This allows you to build a sustainable leadership pipeline.
  • Communication Strategy & Delivery

    • Whether it is crafting the message, linking it to a larger theme or disseminating it through the appropriate channels, your communication approach can impact your organization. 
  • Change Management

    • An organizationís ability to grow is equal to its capacity for change. Many great ideas fail because the majority of focus is placed on assets and not enough on people and their willingness to embrace and engage change. S3 draws from change management theories and principles to create solutions to best fit your organizationís needs. S3 provides practical tools such as assessments, templates and process guides for enabling your change management strategy.
  • Workforce Planning

    • Operational (short-term) and strategic (long-term) workforce planning is about having the right number of people with the necessary skills, experiences and competence in the right jobs at the right time. Itís about narrowing the gap between the changing dynamics of your strategic business plan, external economic forces and readiness of your workforce.
  • Employee Engagement

    • There are three types of employees in your organization:

      1. BUILDERS are passionate about what they do and committed to how they provide value to the organization.  Their contributions move the organization forward.
         
      2. WATCHERS are putting in their time.  Their passion usually lies elsewhere and therefore so too does their energy.  They essentially are “clock-watchers” whose primary motivation is a paycheck.
         
      3. WRECKERS actively engage in the destruction of your organization through negative attitudes and behaviors.  Though they may hold meaningful knowledge of your business, their presence is often toxic to your organization.

 

 
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