Sartor & Associates Inc.
 
Develop: Leadership Development & Performance Management

Develop: Leadership Development & Performance Management

Assess Talent. Maximize Potential. Develop Leaders of Tomorrow.

Develop: Leadership Development & Performance Management

"Executives who ignite transformations from good to great [companies] did not first figure out where to drive the bus, then get the people to take it there. Instead, they first got the right people on the bus (and the wrong people off) and then figured out where to drive it. "Who” questions must come before "what” decisions — before vision, before strategy, before organization structure, before tactics. If you have the wrong people, it doesn’t matter whether you discover the right direction—you still won’t have a great company. Great vision without great people is irrelevant.”

-Jim Collins, Good to Great

Developing and fostering a highly functioning senior management team is crucial to the success of any organization. The use of psychometric assessments and independent behavioral interviewing assists in evaluating the executive team and accelerates the selection and professional development of employees and potential candidates. In the absence of this approach, the hiring process is undoubtedly lengthier and frequently causes delays to much needed organizational change. By using a validated assessment tool, this will permit you to make better decisions around people and leadership development; fast-tracking the path to success. Through understanding behavioral attributes, skills and traits of employees, we can identify top performers and further invest around this talent.

Employing proven assessment tools will provide a deeper understanding of the individuals you are managing and will demonstrate to them your commitment to their professional growth. There are several benefits that will flow from our process, including:

  • Team construction and evaluation tools will enable you to build teams with complimentary talents and abilities, and will provide you with an appreciation of how to respond and manage the interpersonal dynamics that affect team performance.
  • Identification of the behavioral attributes associated with different management roles, and how changes with incentives, rewards and management actions will affect job performance and retention.

Assessment tools are only useful if they produce actionable results. S&A’s job isn’t to deliver long, in-depth assessments that may or not get read or implemented. Our assessments provide the building blocks to produce a customized report which highlights the key behavioral characteristics of each senior manager, the perceived success in their role, and how this person best works with their peers and their superiors. In understanding this, one can begin to align human capital with the strategic direction of an organization, creating a senior management team that can reach its maximum potential.

Succession Planning

Many organizations are aware that the Canadian labour force is approaching an inverse relationship between the number of working and retired Canadians. Even with a large generation entering the labour market, organizations will continue to confront risk due to attrition – whether it is through retirement or poaching from other organizations. In either instance, the loss of organizational knowledge and related processes will continuously challenge productivity and effectiveness. 

S&A Practice leaders are experienced in recognizing and understanding leadership. Supported by our assessment techniques and proven insights, we ensure that key employees understand their strengths as well as areas for development, while supporting their career aspirations. By investing in your team, employee engagement and retention are assured, and your company can begin to align top performers with the strategic direction of your business.

Leadership Development

The majority of employees draw close parallels between perceptions of their immediate supervisor’s effectiveness and their decision to stay with an organization and/or to remain engaged in their work. Employee engagement and workplace productivity are also highly correlated. 

We’ve identified 6 high-leverage leadership skills that will enhance the abilities of both new and highly experienced leaders. With an expertise in teaching and learning, we believe that resonance and application is significantly enhanced when learning about leadership is contextualized within each participant’s daily work and when there are opportunities for application and reflection. 

Our 6 part leadership course includes individual completion of an in-depth leadership inventory and a personalized debrief meeting with one of our principal consultants to discuss each participant’s strengths and growth areas.  This highly interactive and engaging leadership series has been extremely well-received by participants at all levels within organizations.

Performance Management

Traditional forms of performance management have been a source of unnecessary stress for even the most capable employees. It’s also contributed to the already busy workloads of managers. Ultimately, it’s questionable whether an annual or quarterly review of an employee’s performance, under the preceding conditions, leads to heightened levels of effectiveness. Arguably, performance management in most organizations is viewed as a procedural obligation that does not lead to individual, team or organization-wide continuous improvement. 

With extensive research and practice in the areas of effective management, our team has developed a performance management system that engages employees, that is comprehensive and that leads to ongoing and identifiable growth throughout a given business unit or organization-wide.

Coaching

Coaching supports an executive or senior leader in leveraging his or her assets by refining their skills and enhancing their leadership performance. Coaching is a confidential partnership between a certified professional coach and an executive dedicated to personal and professional growth. Programs are designed to support the person in specific goal achievement, behavioural change and leadership problem-solving.

  • There are many areas executives focus on in their coaching conversations. Some examples include:
  • Clarifying thinking on complex strategy or people issues.
  • Communicating effectively with a wide range of audiences so messages get heard.
  • Testing ideas or reasoning, using the coach as a safe, confidential sounding board.
  • Developing a success strategy as a new executive in the first 90 days on the job or honing skills as a seasoned leader.
Whether face to face, or by telephone, coaching creates a safe, confidential environment, with well-developed listening skills, powerful questions and a sense of humour. Using the executives’ real life situations, the coaching discussion is fluid and interactive and enables the person to come away from these discussions with practical next steps to implement right away.