The first part of being an effective manager is knowing your own strengths and limitations. The second part is knowing what motivates your employees so you can help them reach their full potential.
Our approach clarifies what drives you and each of your employees so you have the insights and perspective you need to make your most important employee development decisions.
- Do your key players feel valued and motivated by their career path?
- Are people in positions that play to their strengths so that productivity is enhanced?
- Are you vulnerable to losing employees to a competitor?
- Do you spend more time with poor performers than you do with your best performers?
Improving Employee Performance
We can create a customised, in-depth developmental plan for each of your employees by pinpointing their abilities, motivations and growth opportunities. When individuals have clear expectations and learn specific strategies for maximising their potential and improving performance, they feel valued. This in turn motivates them and they feel that there has been investment in their own professional development, as well as in the growth of the company.
Developing New Managers
Most people in managerial positions have had little or no management experience or training before taking on their current roles. Problems often occur because the individual’s initial expectations, as opposed to the real responsibilities of the position, are entirely different. When people are promoted to management positions for the first time, it is vital that appropriate tools, techniques and guidance are provided to make a successful transition from being a member of the team to leading the team. Caliper can help new managers hone the skills required for making decisions, managing priorities, developing others, communicating effectively and getting projects completed through delegation. Caliper’s First Time Managers Programme can offer support during the crucial transition period.
The Toolkit is an invaluable resource for managers to help them in the coaching and development of their people. It contains guidelines, tips, techniques and checklists for the full range of management activities from analysing and solving problems to writing reports. We can develop a toolkit specifically for your own organisation, so that it reflects the essential elements for your managers; be they experienced or new to a management role.
Recognising and Developing High-Potential Employees
Pinpointing and developing high-potential employees is the main ingredient to ensuring your organization’s continued success. Whether it’s preparing them for a high-level role or helping them take on more responsibilities, acknowledging your top performers will help you retain valuable employees and set them—and your company—up for future success. Caliper can work with you to discover the competencies necessary for success in your organization, to conduct Three Sixties to determine who has leadership potential and to begin development programmes so your high-potential employees are ready take on more responsibility when you need them to.
Caliper designs and runs development centres to help you identify the potential of your high performing employees. We work with our clients to identify the competencies required for future success and design tailored exercises to allow individuals to demonstrate their strengths and identify areas during the development centre.
These exercises include role plays, group activities, case studies, inbox exercises, presentations and ability tests as well as the Caliper Profile and other developmental tools such as Myers Briggs Type Indicator and 360 degree feedback surveys.
Development centres usually take place over two or more days to allow delegates time for reflection and learning and each activity is followed by a constructive feedback session. We find these development centres work best when senior managers are involved and we deliver full training in observation techniques and giving coaching feedback.
Following attendance on development centres each candidate receives a comprehensive report which integrates all the observations with the results from their profiles and provides them with a motivational development plan.
Competency Based Development
Caliper can help you get the most out of your Competency Framework by developing Competency Based Development Guides which help your people maximise their opportunities for learning on the job.
The guides include questions to help managers and individuals identify needs, suggestions for immediate changes they can make in their everyday actions and developmental projects. In addition, we make up-to-date recommendations on relevant learning resources such as websites, books and computer based training.
The guides help people optimise their potential in their existing roles, as well as helping them to prepare for their next role.
Whether you are interested in Executive Coaching, High-Potential Development or Coaching for Improved Business Performance, we offer an adaptable coaching service which can be tailored to meet an organisation’s and individual’s needs. Using the Caliper Profile as the foundation for our discussions our experienced consultants can help individuals identify areas of both strength and development. We may also recommend the completion of other tools such as 360 degree feedback to enable individuals to obtain feedback on their actual work performance. We work closely with you, creating action plans with definable goals, to make sure you are continuing to see desired results.
The Caliper Three Sixty sheds light on areas where employees can improve, especially related to how co-workers feel about their performance, and provides guidance for tapping into their natural strengths and taking the steps necessary to make real change. When individuals understand how their job performance and behaviour affect those with whom they work, and when they gain a clear understanding of where this behaviour comes from, they can take the steps required to correct difficulties that are interfering with productivity and their overall effectiveness.