TALENT ASSESSMENT AND COACHING
At Ahl, Berrien & Partners based in Darien, CT our clients often ask us to weigh in on skill and competency levels of individuals within the organizations. Relying on both our own operating experience as well as a network of external resources, we offer insights and assessment work to further success at the executive level. Climate assessment, discreet "listening tours”, and feedback protocols are all part of the toolkit we bring to bear on behalf of our clients. Where necessary, depending on the scope of the work we will enlist trusted advisors and professional coaches to help drive successful outcomes.
The goal is to unearth the real story behind what makes organizations and their teams effective. Our assessment based process uncovers employee perceptions of current leadership behaviors and the culture they create. As a result we are able to identify the gaps between perceived and desired culture and help to drive that change through careful talent assessment and coaching.
A key component of this is creating behavioral and competency-based leadership and role profiles that portray the definition of success within our clients’ organizations and their most critical roles which set the direction for individual development. We often find that internal teams or departments are not performing at optimal levels so the talent assessment, interviewing techniques and coaching approach is an essential part of what we do as executive search and recruitment consultants.
ASSESSMENT PHASE
The assessment phase is comprised of two inputs – administration of an individual assessment instrument and completion of a verbal, or online, 360 assessment. The individual and 360 assessment results are summarized in a written report that outlines the participant’s key predispositions, relative strengths, and current/potential risks and derailers. These results will be fully debriefed with the participant and used to finalize their key development areas. The areas of development focus may also be reviewed with the participant’s direct supervisor(s) if that is deemed helpful to the process.
ENGAGEMENT PHASE
The focus and content deployed in the coaching engagement will be customized based on the individual’s areas of development and availability. Generally, there is a 2-3 hour kickoff meeting in which the areas of development focus are fully identified along with the plan and activity path for their development. Going forward, one hour coaching meetings are typically scheduled on an every-other week basis. Meetings can be in-person or via phone depending upon travel and availability.
COACHING REVIEW PHASE
Periodically we will gather input on the progress and effectiveness of the coaching. In addition, we will touch-base with the participant’s manager and/or HR to gauge progress and calibrate on areas of continued focus.
