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True Transformation through Effective Leadership Development

By Transcend | 28 March 2020

An integral part of our talent management services offering is our objective to partner with clients towards achieving sustainable transformation initiatives in South Africa.  We do this by building a relevant and prepared internal talent pool from which to draw to succeed strategically key members of staff, should they leave the organisation for whatever reason.  This is done to ensure that the organisation’s goals can be achieved with minimal disruption to the enabling strategies.

Service Offering

The aim of this service offering category is to create the ability to understand and communicate the task at hand by effectively being able to;

  • The aim of this service offering category is to create the ability to understand and communicate the task at hand by effectively being able to;
  • communicate across all grades and functions within the organisation
  • conduct appropriate and meaningful performance reviews
  • effectively run meetings
  • communicate and manage change initiatives
  • create a work environment that is conducive to developing and
  • retaining talent and doing so in a manner that promotes the organisational value
  • To create more effective leaders and managers than what are currently in these positions, and
  • To identify high potential talent within the company that could replace these leaders, when it becomes necessary

We can help you map out your future talent pool and design and implement an effective talent management and placement strategy.

 

Diversity and Transformation

This programme fosters the creation of a work environment that enhances the retention of transformation employees.

Through the engagement of this programme delegates will explore differences in an optimistic, secure and fostering atmosphere. The ultimate objective is for the participants to move beyond tolerance to acceptance and rejoice in the rich dimension of diversity.  

Executive Onboarding

This service is strongly recommended to assist placed candidates in their successful transition (socially, culturally and professionally), thereby reducing risk and failed costs. Executives tend to feel inadequately prepared to commence their new role and the luxury of a ramp-up period may not be possible.  This intervention will assist in protecting your investment and increase the chance of retaining the new joiner. Consider this: most people decide within three days of joining a new organization whether they see themselves staying or leaving.  

Performance Evaluation Feedback

This programme is designed to equip people managers with the skills to provide considered, meaningful and timeous feedback, which can be acted upon quickly and not just once or twice a year when reviews are typically done.

Change Management

This programme enables companies to help control the implementation of new thinking and processes, and strategically increase the benefits to the business. The programme will;

  • Address change initiatives
  • Cultivating buy-in
  • Successful implementation and
  • Development of a new
  • effective and sustainable model

Furthermore, it assesses the ability of key change agents in the business to assist in leading this process and provides them with skills to do so.

Performance Results Coaching

Whether it is one-on-one coaching, group coaching or team coaching: we provide a customised approach to provide structure, guidance and support. The programme will inspire and motivate participants to learn to change to become effective leaders and managers. Participants in the programme review their current state, assumptions and perceptions about themselves, their colleagues and the environment.

Effective Communication Training

Designed to equip managers with the skills to conduct short, effective meetings with clearly understood messages.  It also equips creators of presentations with the skills to present in a manner which avoids ‘Death by PowerPoint’ and teaches how best to verbally present what is being projected.

 
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