Leadership Development and Talent Management

It is business critical that every healthy organisation develops its current and future leaders. With 20 years of experience behind him in this field, Richard Finn will ensure that you have effective processes in place for:

- Identifying and managing your talent; there is now a good deal of best-practice in
Talent Management, ensuring that you have the potential future leaders of the
organisation in “intensive care”
- Succession planning; having an appropriate succession strategy in place is critical to
ensuring business continuity. Who are your key people and what are the key posts,
and are they all covered by a competent successor?
- Developing a strong Leadership Bench; Richard will help you to design a strategically
driven development programme for your current and potential leaders which reflects
the fact that the best learning is on-the-job, sandwiched between carefully designed
workshops developing the skills that your strategy demands.

Change Management

Every successful organisation is great at managing change; but this doesn’t happen by accident. A Core Competence in Change Management is developed when the organisation agrees what they think good change management looks like, and then ensures that it seeps into the DNA of the business.
Richard Finn will:

- Help you to agree a change model that suits you
- Develop your key management and project teams in the new model
- Provide a Pulse Check on how the new model is embedding in the culture of your
organisation

Human Capital Management

The People Asset of organisations is the main source of competitive advantage, or in the not-for-profit sector it is the only way they can deliver excellent service. Surprisingly, unlike other key assets, the People Asset is often not managed strategically.

Richard Finn will ensure that your organisation maximises the value of the people asset for you, and for them. A typical assignment will:

- Diagnose how well you are managing your people now
- Identify which of your current HR services could or should be outsourced
- Help you to develop and manage a People Strategy
- Advise you on the measurement of the value your people are delivering to the
organisation

Human Resource Strategy

HR is often locked into the provision of low-value transactional services, when the function could be using their resources on more strategic added-value activities. Chief Executives and HR Directors need a health-check on how much HR is contributing to the business.
Richard Finn has worked with many global organisations to help them ensure that their HR functions are maximising their value. Typical assignments might include:

- A review of the HR function strategy and activities
- A Strategy Alignment Check © to understand how HR is supporting
business strategy
- Advice on a revised HR Strategy, the capabilities required to deliver it and a new HR
operating model and structure
- Developing HR Business Partners and senior managers to carry out their roles
- Advice on the development and management of an HR Scorecard
- HR process redesign

Richard Finn’s unique approach to Team Coaching will typically involve a six month assignment working with a team for ½ - 1 day per month, during which the team will:

- Understand each others values, capability and team role
- Develop the Core Team Competencies ©
required by any team
- Clarify their purpose and vision
- Develop the Contextual Team Competencies © required by the team to
deliver high performance

Executive Coaching and Mentoring:

Individual coaching is known to have a significant impact on the performance of senior managers, both in developing their leadership competence and in skilling them up for a new challenge.

Richard Finn provides the very highest quality Performance Coaching for senior Executives. A typical assignment includes:

- An initial Contract Meeting during which the Coaching Goal and the duration of the
assignment will be agreed - often 3 half-day Consultations over a six month period
- Consultation Meetings which focus on one or two up-coming challenges the
Executive is facing, and end with an Action Plan for Development
- Email/telephone consultation during the six month period
- The Contract ends with a review of the Objectives set at the start and commitment
to a Sustained Performance Plan to ensure continued development

Board Performance Management

Numerous reports, and more recently regulations and guidance, have recognised the significance of good Board performance to the performance of the organisation as a whole.
Richard will help to ensure that your Board meets the minimum requirements in the new Combined Code, and he will help you to move from mere Compliance – just ticking the boxes, to Performance – ensuring that in complying with the new regulations your Board delivers significantly more value to the organisation. A typical assignment would include:

- Reviewing the current performance management processes for the Board as a whole
and for each individual
- Structured interviews with each member of the Board to identify the performance
issues perceived by each member
- Report to The Chairman and Chief Executive providing advice on a new Performance
Management process