Strategy
Strategic Visioning
– Defining Direction
Sustainable strategic change requires in-depth reflection and analysis to guide an organization to long-term profitability and year-over-year growth.
As a starting point, a comprehensive strategic plan ensures all stakeholders are fully aligned with your company’s vision, mission, purpose and values while working to achieve long-term corporate goals.
With a plan in place, a robust corporate culture can be created and nurtured.
Culture serves as the glue that enables employees to make well informed critical decisions that positions your business as a market leader, enhances your brand and increases employee engagement.
Kison works with your organization to define and align these components into a unified strategy. The outcome of this process is the allocation of talent and resources to ensure the achievement of strategic goals. We partner with organizations to deliver customized solutions and unparalleled growth and transformation.
Our customized approach facilitates the strategic visioning and planning process, which strengthens the corporate brand and increases employee engagement.
Building capabilities for the workforce of tomorrow
Business leaders and executives have multiple demands on their attention and time, yet one key area is often overlooked, that is, the identification and development of the next generation of leaders.
As demographic shifts continue to affect talent management, businesses face two key issues in succession planning:
An ageing workforce
Each year, skilled people are retiring in record numbers, with fewer qualified candidates available to replace them.
Succession planning is vital in ‘high risk’ disciplines affected by this trend, including management, technology, marketing and administrative roles.
An ageing workforce
Each year, skilled people are retiring in record numbers, with fewer qualified candidates available to replace them.
Succession planning is vital in ‘high risk’ disciplines affected by this trend, including management, technology, marketing and administrative roles.
The talent shortage
Increased demand for a shrinking talent pool means your high achievers are at risk of leaving your organization, depleting your resources of their knowledge and expertise.
Succession planning and talent retention are parallel strategies and must be formally agreed in order to deliver a highly skilled, and highly engaged talent pool for future job openings.
Effective succession plans must be aligned with corporate goals to ensure long-term success and with the full support of your board and senior management.
Developing the
Leaders of Tomorrow
- Develop a strategic plan which defines corporate purpose, values and goals to create a high-performance organization.
- Define the traits, attributes and competencies of future leaders and those in key organizational roles.
- Develop role and position profiles to assess candidates. A key component of this is the creation of a candidate persona for critical organizational roles.
- Develop leadership transition and exit strategies.
- Learn how to avoid unconscious bias and increase diversity in succession planning.
- Develop strategies to retain existing talent for key roles.
- Implement leadership and people development programs.