"I've grown certain that the root of all fear is that we've been forced to deny who we are."

- Frances Moore Lappe

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Phone: 970-690-9700

Talent Management And Development


Organizations want to the best talent possible to help them reach their goals. Using proven processes and methodologies, we support your need to assess and build your talent pool through development, succession planning and understanding your workforce needs. These efforts will ensure you attract and retain the most talented people and include building recruitment, on-boarding, and retention strategies, as well as, processes to assess and measure your workforce competency given environmental challenges.

Workforce Planning:  Are you planning for your future workforce needs? We assist in organizations in matching their workforce to their strategy. What type of employees will you need in the next 5 years? 10 years? What skills will they need to have? How will you get there? We bring processes and plans that can help answer these critical questions around workforce needs.

Talent acquisition: How are you recruiting? Are you recruiting in the right places to find the correct mix of staff, do you have the right positions (job analysis and assessments) to ensure your selected candidates can be successful in your organization, how do you expand your pool of candidates? We can assist you in strategically addressing these questions. Many organizations have recruitment departments, but ensure a strategic connection to your business as you seek and acquire talent is a skill often overlooked.

Selection: Research estimates that the cost of selecting the wrong person for a job can be as much as 2x the annual salary of the position. Selecting the right candidate is one of the most important steps in the hiring process, yet we often embrace antiquated hiring practices that do not ensure quality candidates. What does you interview process look like? Are you using the right testing and assessment as a pre-hire process? How are you determining the right fit? Are staff involved or just leadership? How do are assessing skills, competency, experience etc.? Are you loosing candidates as a result of lengthy selection processes? What is your time to hire? Are you consistent in your hiring around common values? Do have competitive compensation and benefits? These are critical questions that influence your ability to successfully bring on new employee’s. We can assist in assessment and intervention to position you to effectively select the right people.

Onboarding: Employees enter a new role with excitement and often anxiety. They desire a sense of belonging and need clear expectations to perform well. How are you orienting, training and onboarding your employees? Is it meaningful? Are you loosing staff within the first 6-12 months (the most vulnerable time)? How are you supporting new hires. We can assist in developing onboarding strategies that are meaningful to the employee, the team and the organization.

People Development: As employees and leaders grow in their role, they require continued development. We embrace a balanced approach to development which incorporates on the job development and assignments, coaching and feedback, as well as, formal training and education. What is your current retention rate? Employees and leaders leave for a variety of reasons and our team can assist you, in not only assessing these reasons, but developing and implementing strategies to improve your results. Motivating employees through development opportunities can be the turning point from good to great.

Performance Management: Guiding and leading employees to perform is critical to the success of your business. Are you managing performance effectively? Are you motivating your high performers? Are you deselecting employees who are not performing or who are not the right fit? Are you evaluating performance effectively to link to desired results? Performance, results and outcomes are contingent upon employees who are engaged and excel at their work. Accountability is based on both leadership and employee behaviors. We assist organization to improve accountability by addressing and intervening in areas where accountability suffers (trusting environments, structures, conflict management, performance conversations, establishing expectations and seeking commitment to organizational goals, etc.).

Organizational Structure: Organizational environment’s in many industries are changing and your organizational structure might need to change with it. Using inclusive processes, which often bring leaders and employees together, we assist organizations in defining their critical needs and designing organizational structures to meet those strategic needs. We use advanced organizational design theory and principles to align with your organizational goals and culture. Ultimately creating recommendations for an organizational structure that more effectively addresses your business needs. Are you experiencing strategic shifts? Growth or shrinkage in a given market? Role or task confusion? Significant changes in staff? cultural change? or conflict between groups? These can all be symptoms of a design problem and a restructure might be the best strategy to consider.

Culture: What is our culture and is it contributing to retention? What are the dynamics of our work environments? Are employee aligned to the culture we are trying to develop? Culture can be defined as the personality of the organization and leaders often say that “culture can eat strategy for lunch”. All too often, organizations ignore culture and its negatively impacts their business outcomes. We can assist in assessing and implementing strategies to both understand your culture and determine if new cultural elements are warranted in order to make you more successful in achieving your desired outcomes.

Stages of Group Development