Workforce Assessment and Planning – Workforce planning is as much art as it is science. It starts with where you are today, and when married to the appropriate strategic inputs, helps you figure out where you need/want to be tomorrow.  It takes into account historical turnover trends and adds in factors like organic growth forecasts, mergers and acquisitions, divestitures and downsizing, and ultimately yields guides for your staffing plans in the near future. It helps answer the question “How many of what kinds of people with what skills will I need in the future?” Organizations experiencing, or seeking, sustained growth would be wise to engage a consultant to assist them on the way!

• Succession/Transition Planning – Succession planning used to be an activity reserved only for members of the C-suite. But for at least the past decade more and more organizations have pushed this type of planning further and further down through the layers of their operation. Who would you be most devastated to lose? Answer that question, then ask, what would you do if you had to replace them?  Better to ask and answer these questions while they’re still with you allowing you to think and plan and act proactively and calmly vs. be forced to respond in a reactive hurry.
• Growth/Diversification Planning – Where is your organization going? Adding new offices? Introducing new business lines? Do you have enough of the right people with the right level of skills? Do you need to get them training? Do you need to acquire a new type of talent that you haven’t needed before? Will you need leaders who understand new technology or lines of business or different markets? Growth is exciting. Growth is often (but not aways wisely) the benchmark of success. But growth isn’t easy. Let us work with you to devise the strategy to support your (wise) growth!