The face of development has evolved in the past 20 years. In the 90s, it meant career development. Now we have linked development to business strategy. We’re helping companies give their people the tools to develop their careers and competencies so that both they and their organization can be successful. That means driving the business strategy through the organization, giving people the information, the competence, and the tools to grow. Specifically, The Business of Strategically Managing Your Career™ ensures our clients achieve competitive advantage by ensuring that people:

have skills, knowledge, and experience relevant to the business strategy
have capabilities that can be deployed on a just-in-time basis
add value to the customer and the bottom line

Outcomes Include:
1. Retention…development is a great retention strategy. It makes people feel part of the team, the organization’s future. The message is clear, “We have a future, you are part of it and we are willing to invest to be sure you have what you need to contribute.”

2. Strategy alignment… development is a business imperative. It must be aligned with strategy.

3. Focusing on the future after tough times…organizations that have seen downsizing and reorganization need to get people to focus on the future, not the past. The development agenda is a positive way to do that. It sends a positive message about the future.

4. Building teams… in many organizations people are kept in the dark about the big picture, resulting in disconnected teams that do not see how they fit. The development planning agenda gets people talking about the functions of the organization and how they support one another.

5. Addressing specific longer term competency development – this helps insure that organizations will have the competencies they need to meet current and future goals.

6. Development dollars aligned with business strategy, resulting payoffs in productivity and performance…shareholder value.