Training Task Group: Services
Web-based 360° Feedback
One of the most popular services we offer is our unique 360 Degree Feedback survey which gives individual managers information about how their subordinates, peers and superiors assess their effectiveness as leaders and managers. Our survey consists of forty questions which focus on eight leadership competencies. The resulting data is analyzed and presented anonymously to the manager in a private coaching session (one-on-one) in which they are guided to understand their strengths and weaknesses. The manager is then invited to use this coaching session to help to prepare an Action Plan in which he or she decides on 'next steps' and some strategies to improve.
Your organization will receive an aggregate report at the end of the process which will present the cumulative results of all the surveys. These are presented anonymously, with the data graphed in ways which you request; i.e. men/women; age categories; years in the organization etc. You may choose to have a facilitator present this data to a group of managers so you and your team can discuss next steps regarding moving the company forward and developing the skills which need improvement.
Executive coaching services
Personalized, one-on-one coaching is an effective way to develop managers for ever-increasing efficiency and responsibility. Executives gain confidence from the opportunity to discuss a variety of issues with an experienced professional in a confidential setting. Most managers find that having a confidante with whom they can explore problems is a great help to them in today's fast-paced world.
The coach will:
- Set a safe climate.
- Allow the manager to set the pace.
- Provide a framework for the discussion.
- Explore issues in an objective manner.
- Brainstorm alternative courses of action.
- Evaluate options in terms of immediate and future benefits.
- Share appropriate models or theories to clarify choices.
- Develop an Action Plan with the manager.
Competency Profiling
Training Task Group's competency profiling methodology takes a "systems approach" to human resource management. In this model, all human resource functions are integrated and are based on an understanding of the organization's goals, and the activities and competencies required to support these business goals. Once identified, these organizational and role competencies become the foundation for the company's human resource system. Hiring, performance management, learning and development, and reward and recognition programs will all support these competencies.
We will:
- Identify the organizational competencies that support the corporate mission and values.
- Identify the technical and performance competencies for all key roles in the organization.
- Develop structured interview guides, learning and development curricula and assessment tools based on these competencies.
- Coach and train your staff to use competency-based processes and tools such as behavioural interviewing and competency-based learning and development planning.
Corporate Audits
Often, organizations ask us to prepare a set of questions for a survey which, when completed by a group of employees, will give the management team a "snapshot in time" of how an organization perceives itself. This questionnaire may be developed through a focus group or by the management team. Similarly, a company may want to know how it is seen through the eyes of clients or customers.
The results of the survey are graphed and the data presented in a multitude of ways that you select such as: men/women; ages of employees; years of service; level in the organization, etc.