Case Studies
Our Human Capital solutions are designed to nurture and manage human potential but are ultimately results focused with tangible deliverables. But don’t just take our word for it, our case studies demonstrate our ability to use our insight to identify and respond to the individual challenges faced by our clients’ organisations. In this section we provide case studies demonstrating our creative approach to problem solving and building capabilities within organisations.
Development Centre
"Help us make our sales management team a force to be
reckoned with – now and in the future"
Background
The company had changed its sales and distribution structure a few months before approaching us. The client wanted to assess the competencies of the sales management team, both to establish succession planning and to help formulate a comprehensive development programme.
The objectives of the development centre were to:
- Evaluate the existing competencies of participants
- Discover high flyers
- Highlight areas for improvement
- Establish individual development plans for the sales management team.
Our task
On the basis of given core competencies and job descriptions, we developed a job-related competency model for each of the job titles– the sales manager, area sales manager, key account manager and senior key account manager.
- Design and execution of the leadership development centre
This involved:
- Creating exercises and tasks in line with the competency models
- Developing and implementing an internal communications plan
- Training the assessors (four SpenglerFox consultants and two from the client’s team)
- Organising and executing the development programme:
- Running the development centre
- Implementing and evaluating psychometric testing
- Leading the post-development centre evaluation
- Providing feedback to participants.
The development process
“We want all our managers, old and new, to have equally high skill and performance levels”
Background
The company had held an assessment centre and created a new management structure a few months previously. We supported the company in recruiting new managers and completed the assessment centre during the recruitment process.
The client wanted to assess the competencies of its new management team, and create an 18-month development programme for seven new and existing managers. The development programme aimed to:
- Discover areas for improvement
- Establish individual development plans for the participants
- Achieve consistent levels of performance and quality within the management team.
Our task
- Assess strengths and development areas
We created the development plan based on our analysis of:
- The results of the previous assessment centre
- Job descriptions and competency models
- Joint field work with our clients
- Psychometric test results.
Having discussed our analysis with the client, we were in a position to create an appropriate, tailored development programme.
2. Devise and implement the development programme
The programme comprised:
- Development plans for all participants
- Group training and individual coaching.
