Talent & Performance Systems
Build the frameworks and systems that strengthen your leadership, improve performance, and create clarity at every level.
We will partner with you to design practical talent systems that align expectations, strengthen accountability, and support growth without adding unnecessary complexity.
When talent systems are clear and integrated, leaders make better decisions, managers perform more consistently, and employees understand what great performance looks like.
Examples of Talent & Performance Systems
Leadership Competency Models
Performance Management System Redesign
Performance Management System Redesign
Define what great leadership looks like in your organization and embed it into how leaders are selected, developed and evaluated.
- Leadership competency model design (enterprise-wide or by level)
- Behavioral indicators and proficiency levels by role
- Aligning competencies to the employee journey (attract, hire, perform, develop)
- Integration into hiring, onboarding, leadership programs and talent reviews.
Deliverables may include: Custom competency framework, level-based behaviors, leadership expectations guide, leader self-assessment tools.
Performance Management System Redesign
Performance Management System Redesign
Performance Management System Redesign
Modernize performance management so it supports coaching, accountability, and stronger performance - not just for annual compliance.
- Redesign of annual performance cycle and review processes
- Simplifying rating scales and reducing bureaucracy
- Manager tools for coaching, feedback, and performance conversations
- Linking performance to development, goals, and leadership expectations
- Change management support to build adoption and consistency
Deliverables may include: Updated performance framework, timeline/process map, manager conversation guides, toolkits and templates, training and rollout plan.
Career Paths & Succession Frameworks
Create career clarity and leadership pipeline readiness by defining paths, requirements, and development expectations.
- Career pathing frameworks by function or level
- Role profiles and capability expectations for advancement
- Succession planning frameworks and talent review tools
- High-potential identification and readiness criteria
- Development pathways to support mobility and pipeline strength
Deliverables may include: Career maps, role profiles, progression criteria, succession tools, talent calibration templates
Manager Capability Systems
Strengthen manager effectiveness through tools, routines, and development, not just training.
- Manager essentials framework (what modern managers must do consistently)
- Manager toolkits, playbooks, and just-in-time resources
- Core manager routines (check-ins, goal setting, coaching expectations)
- Targeted development experiences (new manager, manager of managers)
- Integration with performance, engagement, and talent processes
Deliverables may include: Manager expectations model, playbooks, learning pathway, coaching tools, measurement approach.