A4a Match Talent

Through assessment, we obtain a view of the organization and its global audience of executive, manager, and individual contributor. The key assessment areas by audience include:

	Role
	Competency
	Contribution

Executive (typical example)

Role

Competency

Contribution

Leads by providing clarity of mission

Is a role-model

Actively mentors

Articulates the vision in a way that is positive and attracts enthusiastic buy-in

Walks-the-walk by leading by example

Manages with high levels of effectiveness

Inspires by hoisting the flag and voicing the rallying call for going forward

Sets high standards by providing the moral compass and living the values

Possess the attributes and behaviors associated with being a leader in:

Contributes at a level associated with being a leader in:

Thought leadership

Identifies CEO challenges

Engages and drives key strategic initiatives

Brings ideas to reality

· Bring good ideas

· Move them forward

Has a perceptive readiness radar

· Identify emerging markets and technologies

· What do they do for us?

· What do they do for our

clients?

Identifies and closes mega deals

Drives innovation

Nurtures the “Idea Generation”

Business Expertise

Seasoned Judgment

Domain Insight

Financial Acumen

Professional Presence

Strategic Thinking

Business Development

Customer Focus

Global Perspective

Product/Service Delivery

Risk Acceptance

Sales and Marketing

Relationship Focus

Client Focus

Coaching & Mentoring

People Focus

Relationship Management

Team Oriented

Leadership Attributes

Achievement Orientation

Motivational/Inspirational

Personal Values & Convictions

Sense of Community

Visionary

Through feedback survey we obtain important information that, when analyzed, allows us to identify potential soft spots and opportunities in meeting our goals and objectives. The assessment looks at three areas that are key to successful implementation.

	Knowledge of the business model
	Understanding of the business objectives
	Execution of the business strategies

Now that we know what kind of talent we will need, and their knowledge of our new business model; what are the implications of this on our organization and its infrastructure? Particularly, the implications on:

	People
	Processes
	Skill sets
	Systems
	Resources
	Customers
	Suppliers
	Products and services
	Markets
	Growth

This assessment provides a unique view of our future state and a roadmap in the form of a conceptual master plan for going forward.

The Ryan Group - Leaders in Human Capital Management Solutions