Every individual is multidimensional, so is every organization. For positions that involve higher level management responsibilities, we suggest personalized coaching by our team of seasoned experts. Our organizational development services are supported by a competency framework specifically developed for these types of positions.
Our passion is to help you synchronize the different types of intelligence of your talents to maximize the potential and manage the growth of your organization.
Potential and skills assessments You will be accompanied by our experts throughout the entire process. We know that time is often of the essence in the context of recruitment and internal promotion; this is why we ensure that we take charge and provide rapid feedback throughout the process. Here is a summary of the different steps in the process:
Interview with the people in charge of mandating to clarify the needs and the elements to be considered during the evaluation. This step aims to better understand the profile sought, the skills required and the organizational context.
Contact with the persons to be evaluated to accompany them throughout the process. Possibility of conducting the tests online or at our offices, depending upon the protocol and the nature of the assessment tools selected.
Analysis and interpretation of results by our experienced team. Delivery of a report presenting an overall picture of the persons evaluated (main talents, points of vigilance and recommendations) as well as the positioning for each competency in our competency framework.
Allows for the presentation of the report and clarification of certain information to managers involved in the process. Promotes successful integration by providing advice adapted to the specific profile of the person being assessed.
Feedback on the experience, presentation of all the elements of the report (strengths, avenues for development). This is a privileged moment to make the experience positive and enriching.
Developed in conjunction with the individual, his/her managers and HR managers. Ensures consistency between the individual’s aspirations and the organization’s strategy.
Individual development plans Developing yourself is one of the most important sources of motivation at work. The IDP enables targeted individuals to reach the desired level of performance by presenting them with professional and personal development paths.
The Individual Development Plan (IDP) is based on an assessment of potential and competencies in order to target the competencies to be developed in the context of the current position or a future position.
Composed of a series of activities (training, reading, coaching, mentoring, etc.), it is developed in conjunction with the individual, his or her immediate supervisor and human resources managers.
Thus, each IDP is customized according to the needs of the organization and the potential of the individual. By aligning this tool with the strategic plan, we ensure better management of your talents, while promoting the actualization of each individual’s potential and the achievement of your objectives.
Contact our professionals to discuss your individual development plans.
Succession Planning How do you fill key positions in an organization in today’s workforce environment? We have solutions to your concerns.
Using a structured approach, we put in place effective succession plans to ensure the stability and sustainability of your organization.
We help you target the key positions that have an impact on the success of your company. Considering your strategic planning, we identify senior management positions and positions that require specific expertise to ensure the succession of your company’s pillars.
In terms of skills, your current needs are not the same as your future needs. We help you define the competency profiles that will be required at the time of transition.
Beyond the level of skills mastery, we position the development potential of your internal candidates to access higher levels of management, as well as their level of operational availability, either in the short, medium or long term.
A succession planning strategy has several components: the development of your internal talent and the external search for candidates. Strategies specific to your needs are developed.
We believe that immediate supervisors have an essential responsibility in the development of their resources. We provide them with the tools to implement a structured approach to competency development and support their resources.
Your organization is constantly evolving, and your succession planning strategy must adapt to it. Our frequent follow-ups allow us to evaluate the activities deployed and to make the necessary adjustments.
The result of 25 years of intervention and 5 years of research and development, this repository of 49 competencies is the cornerstone of our assessments. The level of mastery of each of the competencies is evaluated using tools that allow us to accurately establish the person's current level of effectiveness, as well as his or her ability to improve performance in the years to come. Finally, this reference system also helps us prioritize development paths.
As members of the OCCOQ (Ordre des conseillers et conseillères d'orientation du Québec), the Ordre des CRHA (conseillers en ressources humaines agréés) and the ICF (International Coaching Federation), the use of psychometric instruments that meet recognized standards is essential for our team. Valid and reliable, our tools provide a clear reading of personality traits, values, skills and management style.
COGNITIVE INTELLIGENCE  An individual's ability to assimilate and process varied information in order to feed their reasoning |
INTRAPERSONAL INTELLIGENCE Their ability to take into account their feelings, their own potentialities and their limits in order to manage themselves and adapt to events |
SOCIAL INTELLIGENCE Their ability to understand others, to communicate with them and to anticipate their behaviour |
OPERATIONAL INTELLIGENCE Their ability to maximize the value of their actions by selecting priority items and making a focused effort to achieve them |
INFLUENCE INTELLIGENCE Their ability to pay attention to the needs of others, to create strong bonds of trust with them and to persuade them in a context of winning relationships |
MANAGEMENT INTELLIGENCE Their ability to develop and use a management framework to effectively coordinate the implementation of the resources under their responsibility |
STRATEGIC INTELLIGENCE Their ability to establish a global vision, which allows them to understand the strategic information as a whole and to observe the relationships between them |
|---|---|---|---|---|---|---|
Learning agility |
Self-control |
Strong interpersonal Skills |
Professional efficiency |
Conflict management |
Planning |
Strategic thinking |
Strong analytical abilities |
Self-confidence |
Communication skills |
Results focused |
Commitment stimulation |
Organization skills |
Systemic thinking |
Performance under pressure |
Adaptability |
Collaborativeness |
Quality focused |
Influence and persuasion |
Leading |
Social thinking |
Curiosity |
Self-reliance and initiative |
Client focus |
Priorities management |
Managerial courage |
Monitoring |
Political thinking |
Expertise and credibility |
Need to succeed |
Corporate citizenship |
Project management |
Perfomance optimization |
Delegate and empower |
Alternative thinking |
Quality decisions |
Accountability |
Promotion of an inspiring vision |
Setting and managing KPI |
Trust building |
Business accumen |
Entrepreneurial thinking |
Innovation management |
Capacity to evolve |
Promotion of an inspiring vision |
Change management |
Organizational agilty |
Managing diversity |
Complexe thinking |
