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Strategic Management
Thinking Backwards to the Future
In today’s global information age, this strategy of merely building on the present is defunct. Worldwide markets and instant global communications are now multiplying all our opportunities. Today, organizations must keep pace with changes in their environment and reduce current expenses, waste, and bureaucratic operations. They must completely reinvent their future vision and then begin thinking backwards to this future with the strategies needed to remain successful. They must commit passionately to the disciplined management of the changes that occur along the way toward becoming a customer-focused, high performance, learning
organization.
The ABCs of Strategic ManagementTM
Our work at the Centre leads us to look for simple, yet systematic, ways to focus on Strategic Management - Planning and Change - with our clients. As a result, we’ve clarified and simplified these ideas into a Strategic Management System with three goals:
• Goal #1: Develop a Strategic Plan and Document
• Goal #2: Ensure Successful Implementation
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Goal #3: Sustain High Performance over the long term
To achieve these goals, first it is important to get an understanding of the three premises that form the basis for our reinventing Strategic Management from its checkered planning past. As a result of past problems, the number of planner jobs in firms has decreased while the amount of Strategic Planning is increasing rapidly.
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Management Organisational Development
Most organizations have identified Talent Management as a strategic priority. However, the methods they use to evaluate employees are typically flawed.
Making effective decisions about talent management is nearly impossible when relying on methods that are subjective, inconsistent, not tailored to specific job skills, or because the results are not meaningful enough to support objective and accurate decision making.
Our Employment Skills testing and Assessment services provide predictive accuracy that goes well beyond typical standardized, psychological, personality, skill competency, or assessment center tests. Our services are used for Pre-Employment Selection and Career Development, as well as Sales Force Deployment and Organisational Development Analysis-ODA for company restructuring or mergers.
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Leadership Development and Succession Plan
BRIDGING THE GAP- The looming retirement of the boomer generation, combined with the rise in entrepreneurism, could leave many organizations with a leadership gap. Therefore, it’s no surprise that leadership development tops the list of key business issues facing executives today. We have built a long-standing reputation for effectively helping organizations select, develop, and retain the right talent to help bridge the leadership gap. our assessment tools can also help any organization find untapped talent already onboard, and to develop succession candidates at all levels.
Our program allows an organization to make leadership development decisions based on objective and predictive results from a single assessment. Additionally, we identify talented performers early in their careers so they can receive specific, targeted development, and thus maximize their potential. Our results are backed up by over 30 years of research, an actuarial database unparalleled in the assessment industry, and more than 55 profiles for common sales, management, and leadership positions that encompass statistically-validated, behavioral-based competencies or skills. The Assessment collects 866 data points, or the “work skill DNA,” of an individual, and multiple reports can be produced from the data collected.
♦ PUTTING THE RIGHT PEOPLE IN THE RIGHT POSITION
♦ HELPING PEOPLE REACH THEIR HIGHEST POTENTIAL
♦ RESULT IS A VERY POSITIVE BOTTOM LINE
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Total Quality Management
Continued success in management can be achieved through continuous learning throughout the organization. Building effective teams and opening communication lines are just two pieces of the equation. Establishing trust and a high morale is also a key factor in Total Quality Management (TQM). SI has tools available to assist with theses aspects and more.
Proper guidance and direction often spells the difference between success and failure of employees, a team and an organization. People are unique and must be managed, coached and supported in a way that capitalizes on their uniqueness. SI assessments are designed to identify an employee’s individual strengths and possible limitations and to assist managers and supervisors in developing an action plan for increasing employee productivity and overall organizational effectiveness.
Our reports can assist a company in TQM as it relates to human capital, such as new employee orientation, revitalizing current employees, coaching and mentoring, and conflict resolution. By involving the entire organization in education and training, each member of your team can help accomplish the company’s mission and goal.
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Team Development
Everyone is a part of a team-whether you are a leader or a team member. Our Teamwork will inspire you to dive into and enjoy the process of team building-and witness the positive impact on every aspect of your life
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