1. Developing your talent – before your competitors do
Customer Presentation Framework

2. Suggested framework for customer presentation
The following slides are supplied to you as one suggestion of how you might present the idea of Individual Development to your clients
It is merely a suggested framework to help you and should be supplemented by your own material
Items in [ ] should be selected only if relevant to your customer and supplemented with specific statements relevant to the customer situation.
Wherever possible the points in the presentation should always relate directly to issues faced by your customer

3. SHL-Partner How we can help My-Client Ltd to:
- [ Identify and develop your best talent ]
- [ Develop your leadership pipeline ]
[ Increase the productivity of your high performers ]
[ Improve bottom line turnover ]
[ etc…]

4. My-Client’s Agenda Key Issues Defining My-Client’s Ltd needs
How SHL-Partner can help
Recommendations
Next Steps

5. My-Client’s Issues
[ Unable to source the talent we need from in-side our company ]
[ We are concerned we are nor developing the future leaders of our business ]
[ We cant measure the ROI from our training budgets ]
[ We need a way to match our development to organisational needs ]
[ We don’t know what behaviors are key to success for our business ]
…………… other
The more you know about the customer’s issues, the more
effective you can make the presentation

6. How can SHL Partner help

7. SHL-Partner Brief facts about SHL Partner
Pedigree
Client list
Etc…
May want to mention expertise in SHL tools
May want to cover background on SHL (see next slide)

8. SHL Background World Leader in Talent Assessment Solutions
Operating in 40 countries and 30 languages
The World’s largest portfolio of assessment tools
SHL works with thousands of organisations including 80% of FTSE 100 companies
Strong pedigree of science, research and development

9. We can help you manage your talent
With increasingly difficult market conditions – the key to surviving and growing will come down to securing the best talent
Your people are your greatest cost but only the right people are your greatest investment & asset
How will you ensure you develop and therefore retain the right talent to make your organisation successful?

10. Why is talent management so important?
High Performers generate significantly more than average performers
67%
49%
40%
Increased productivity in operational roles
Increased productivity in management roles
Increased productivity in sales roles
Source: McKinsey’s War for Talent 2000 survey of 410 corporate officers at 35 large US companies 10

11. The SHL-Partner value proposition
We recognise that it’s the behaviour of your people that makes a fundamental difference in the execution and achievement of your business strategy.
We help organisations like yours to define, measure and realise the critical behaviours that will be necessary to drive your business strategy to success.

12. People’s behaviour drives performance
People’s Preferences
Results people achieve
How People behave
How People behave
To have an impact on the results achieved – you need to focus on how their people behave
SHL Partner can define which behaviours are key for success
Analyse what is happening in your organisation and what behaviours are in evidence
Implement a development programme focused on changing how people behave

13. Business Benefits for My-client Ltd
Increased productivity:
Aligning people’s development objectives with the organisation’s vision and mission
Introducing an efficient and effective development process
Managing your talent pool
Reduced costs through:
Efficiencies in better use of time and resources
Streamlining the development management effort
Focusing development effort by reducing non added value tasks
Training budget focused and aligned directly to organisations objectives
Increased productivity and reduced costs delivering additional profitability

14. Value to My-Client Ltd
Highly motivated employees ready to develop their behavioural skills
Behavioural skills carefully selected to meet strategic objectives of organisation
Each employee following a quality Personal Development Plan
Significant and measurable performance improvements
Accurate diagnosis of what drives performance

15. More Focused and engaged employees
Value to your people
“I know how I’m doing”
Clear, unambiguous feedback
“I can get help to improve my skills”
Ready access to development advice
“My meetings with my manager are helpful“
System supports constructive dialogue
“I’m given every opportunity to succeed”
Find out early if there are any problems to address
“The tools I’m given are engaging and up-to-date”
Content easy to refresh
More Focused and engaged employees

16. How will SHL-Partner work with you to achieve this?

17. Stage 1 – Define the issues
Define the development objectives, for example:
Changing managerial style
Develop Leadership skills
Define the competencies / behaviours that will directly deliver the objectives

18. Match the behaviours to the individual
Identify which of the behaviours are required by an individual to perform their work well
Its important to focus only on those behaviours that really add value. Just by asking about the behaviours it raises their profile.
Competency cards can be a real in matching behaviours:
For example if using the UCF:<REVEAL 1>
The SHL Great 8 Factors – useful to start shaping discussions
Links to 20 Competency Dimensions <REVEAL 2> – the most useable number of competencies that we’ve integrated into standard OPQ reports, 360 systems interview guides etc etc
Finally a detailed 112 component level <REVEAL 3> that can be used, for example, to map your framework to the UCF.

19. Stage 2 – Measure the behaviour

20. Stage 3 Realising the benefits
Facilitate, share and support the results
Produce clear business orientated development plans
Follow up, give recognition and support implementation
Once the assessment is completed and the report generated the key stage begins….

21. Measure improvement over time
Demonstrate real Return on Investment
Repeat 360 feedback
Prove that development activities have delivered behaviour change.
Show individuals are adopting the behaviours that will create culture change

22. Bottom line improvement
“ Companies with year round 360o Development systems significantly out performed competitors lacking such systems in financial measures such as return on equity, stockholder return, sales growth and cash flow”
Boston Consulting Group & Hewitt Associates

23. Who else is adopting this approach?

24. Coca-Cola Situation Approach Outcome
Coca Cola was forced to look outside company for marketing talent
Needed to identify and grow talent from within company
Approach
Define set of competencies based on strongest marketing performers
Development centres, 360 & OPQ used to identify key strengths of people
Development plans created to enable personnel to work towards career goals
Outcome
Process now officially part of how Coca Coal develop their people
Helps identify the best resources in which to invest to ensure future talent pool for Coca Cola

25. Danone Situation Approach Outcome
Lack of internal leadership candidates
Homegrown talent not being developed
External candidates filling vacancies
Approach
Bespoke competency framework
Online assessment of skills and behaviors
Feedback delivered by consultants
Outcome
80% of General Manager roles are now filled by internal candidates
Retention levels up
Employee satisfaction levels up
Focus and integration improved

26. Moved to a more consultative approach
Ansbacher
Situation
Needed to develop its senior manager’s competencies
Approach
A 360 bespoke questionnaire based on the key competencies
The managers received personal feedback from their coaches
Outcome
The managers;
Moved to a more consultative approach
Became more sensitive to other’s views
Gained an appreciation of their own strengths and development needs
The organisation achieved;
Improved internal communication
Increased productivity as measured in appraisals

27. BIG Lottery Fund Situation Approach Outcome
BIG needed to develop management capability
Approach
Define competency structure
360 feedback
Development workshops with Senior Management
Outcome
Competency framework provided all employees with structure to define their growth and development
Half way through project – positive change already evident

28. Advantages of to My-Client
Develop and retain top performers
Significant and measurable performance improvements
Reduce staff turnover
Increase productivity of top performers
Provide your managers & HR with a powerful new talent management tool
Highlight key issues quickly
Maximise corporate resources

29. Next Steps
SHL Partner to present trial proposal
…..