Online Services

Performance Coaching

Whether its coaching for improved performance or coaching to support a strong performer moving to the next level, our performance coaching program focuses on key performance areas designed to achieve a measurable result.  Using the co-active coaching model, the client will be actively involved in the development of a coaching plan that is specific, and contains identified milestones and accountabilities for accomplishment.

Career Transition

Our standard career transition package includes:

1. An Introductory Session to determine fit
2. Assessment and Debriefing – Behavioural Best Practices
   Behavioural competencies and "soft" skills are critical to every job that involves personal interaction.  Using an on-line assessment tool, the BBP™ consists of 100 questions designed to assess clients on several critical dimensions: Reliability and Responsibility; Boundaries and Respect; Attitude and Motivation; Reasoning; and Inter-Personal Communication.  The BBP™ will be completed by the client and they may choose to include up to four current or former colleagues to gain additional insights.
3. 10 Hours of Coaching, based on individual need, which will include: Targeted Resume and Cover Letter Preparation; Job Search Consultation; Networking Strategies; Preparing References; Interview Preparation and Debriefing including Handling Difficult Questions; Reviewing/Negotiating the Job Offer.

Assessment

Developed by a team of industry experts - relational, behavioral and HR experts, and subject matter experts in a variety of business functions - we reflect, define, and measure the expertise, culture, and spirit of an organization.

• Best Behavioural Practices in the categories of:  Leadership, Management, and Customer Service Excellence
• Stress Resiliency
• Bullying, Intimidation and Harassment
• Violence and Harassment

Exit Interviews

Conducted confidentially by a Human Resources professional, the Exit Interview can be an important learning tool to gather facts and other information pertaining to the actual work experience of a departing employee.   Data collected in the exit interview can be used to improve recruitment and retention of key staff, identify risk, improve staff communication, and provide insight into management and leadership practices.