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Julia Frances Norman

  • Case Study: Job Analysis and Competency Design

    July 25, 2012 | Posted By: | Case Study |

    A global division in American Express recognised it was losing good sales people and had to recruit externally to fill senior sales roles connectify kostenlos herunterladen. They sought to introduce clear career paths for individuals to help retain the top performers and provide relevant development interventions to aid their progression videos von tumblr herunterladen. The organisation had already produced a robust global Sales Career Framework with complementary routes and transition points. There was a need to populate each tier with robust information about experiences, behavioural and technical capabilities teamviewer kostenlos herunterladen chip.

    I managed the approach to gather the data through visionary interviews with senior leaders and critical incident interviews with a range of managers to explore the behaviours, skills and experiences necessary to help realise the business’ strategy at each tier mappeuit icloud. A straw model was developed including gathered data and using in-house experience frameworks. The content was developed in line with best-practice (differentiating performance, concise definitions, Amex language, discrete categories, observable) tex live herunterladen. The model was presented to focus groups for validation and further refinement through an iterative process. The final framework was presented to the project sponsors and signed-off for roll-out herunterladen. The framework was introduced into the business and gave individuals and managers a common language to discuss development and career paths. Retention figures increased and costs for external recruitment were reduced skype für apple herunterladen.

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    Case Study: Assessment and Selection

    July 25, 2012 | Posted By: | Case Study |

    E.ON UK Retail recognised the need to create more value for customers through significantly improving customer service, so that this would become a point of differentiation for customers compared to its competitors from instagram images. Customer service representatives, led by team leaders and section managers were the first point of contact for E.ON UK Retail’s customers. The challenge was to assess the team leaders and section manager’s current skill sets and ensure that any gaps identified were addressed through appropriate training programmes teams microsoft app herunterladen.

    Through dialogue with the E.ON UK project sponsor, I led a project to measure performance through an Assessment and Development Centre and observe individuals in simulated workplace scenarios redownload steam game. Some 409 team leaders and 90 section managers were assessed through 36 Assessment and Development Centres taking place at several UK locations within a three-week period herunterladen. E.ON managers had been trained up to provide the sufficient number of assessor support.

    Since the Assessment/Development Centres, E.ON UK Retail has experienced an increase in employee satisfaction with its leadership and further targeted support has been given to creating a high performance culture by developing skills in feedback and coaching for performance titanic film deutsch herunterladen. A review and matching of management skills to the right team size and process area has improved the ability to resolve a customer’s issue on the first occasion and productivity improvements are evident. There has been a tangible shift in the culture of the business to become more performance-focused synology photo station bilder herunterladen. Managers work with visibly raised energy levels, now understanding more fully what the business requires of them; coaching has become an integral part of their roles, while self-reflection and on-the-job learning are positively encouraged throughout the organisation logo kostenlos erstellen und kostenlos downloaden.

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    Case Study: Management Workshops

    July 16, 2012 | Posted By: | Case Study |

    The Leadership Group of the DWP Information Directorate were keen to develop management skills in their managers EO – > Grade 7 guardo fit coach hr slim app download. The level of instruction (telling) needed to be reduced and the amount of coaching and delegation (asking and working with) needed to be increased. The overall effect of this would be to change the predominant culture to more of a collaborative, pull-style environment as opposed to an autocratic, push-style environment herunterladen. They decided it would be beneficial to conduct a blanket Management Programme to bring everyone up to a basic level.

    The recommended approach was to design a 3 day programme to allow enough time to cover core management principles as well as skills practice runescape 3. The programme included 3 core modules, Communicating Effectively, Providing Leadership and Managing Delivery. I co-designed and facilitated several workshops playstation 4 pro fortnite herunterladen. In total, over 100 people attended the Management Skills workshop in a 6 week period.

    The results regarding the facilitator skills and workshop content were overwhelmingly positive games zum downloaden. The project sponsors were very pleased with the outcomes as the management style of the division started to drive a cultural change.

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    Case Study: Executive Assessment

    July 16, 2012 | Posted By: | Case Study |

    For two years I worked with the Department of Education (Formerly DfES) to identify a talent pool from which a steady flow of people with the right competencies could step up to more senior roles either short or medium term high sierra dmg herunterladen. Although the department had a high number of talented staff its existing promotion panel was not identifying them. The panel process was open to inconsistencies and it was felt that an objective promotions process was needed herunterladen.

    A talent management process was introduced to provide a wider, more robust perspective on leadership potential. I designed a suite of bespoke work place simulations to allow candidates to demonstrate the relevant leadership skills and a structured interview tailored around validating the relevant dimensions from SHL’s Occupational Personality Questionnaire, which was completed on-line in advance of the assessment day magentatven.

    The process significantly improved the efficiency and quality of the selection programme. Moreover candidates were given a realistic preview of the people management and leadership skills required in future roles in the civil service herunterladen. Val Stevenson, DCSF’s Head of Talent Management and Skills, said: “In previous promotion exercises, we received very mixed feedback about using independent validation of our internal assessments samsung smart tv kan niet. Following this new process, feedback was very positive and consistent with hardly any appeals from candidates. This reassured us that the new process was seen as equitable and fair which was one of our chief goals.”

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    Case Study: Leadership Development

    July 15, 2012 | Posted By: | Case Study |

    Holiday Break realised that they would have to bring in senior leaders outside the organisation to fill vacant roles in the future if they did not take action to develop their in-house talent amazon musik kostenlos downloaden. External recruitment would be costly exercise and may expose the business to a level of risk given the importance of knowledge of the travel sector to the success of their business moodle alle abgaben herunterladen. They conducted a succession planning exercise and identified 8 – 10 high potential senior leaders who they wanted to retain in the business and move them into Director and Board positions in the future herunterladen.

    An 18- 24 month executive development programme was developed aimed at building internal leadership capability. It provided participants with an individually tailored, learner-centred experience including group/team development activities and utilising methodologies of psychometric testing, development centres, individual coaching and action learning zoom sicher herunterladen. I was the Coach for 4 of the 10 leaders. The coaching programme included a contracting meeting followed by a 90 minute coaching session every 3 months over an 18 month period i cloud voor windowsen.

    All Directors maintained active development plans that were reviewed at each coaching session. 360 degree surveys were conducted following the 18 month programme and in all cases a positive behavioural change had occurred free music download app.

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