Your best people, doing what they do best.
Strengths-based hiring and team design for leaders who want people to stay.
The hire looked right on paper. The work told a different story.
- A great resume and a great interview, and the hire still does not work out.
- Your best expert gets promoted into management and struggles.
- Teams are built on job titles, not on how people actually work.
Three steps. The same three that took one organization from 45% turnover to 0%.
- Define the core values.We work with your leaders to name what the organization stands for and hires by.
- Hire for values and experience.We use Kolbe RightFit™ to match how a person naturally takes action to what the role needs.
- Put people where they are strongest.After the hire, Kolbe and CliftonStrengths® show each person’s strengths so work can be aligned to them.
Four ways we help you get the right people in the right roles.
Values-aligned hiring
We build a hiring process around your values and the Kolbe RightFit™ system, so you hire people who share your values and are wired for the role.
67.8%improvement in time to hire for one client
Strengths Maximizer
Every participant takes both the Kolbe A™ Index and CliftonStrengths® and gets a personal Strengths Stack™. Your team gets a map of how it works together, plus the workbook, the session and the follow-through.
Team design
Build or rebuild a team around how its members actually work, and see the effect of adding or moving someone before you make the change.
Career Path Model™
A promotion path with three tracks, so your best expert can grow without having to become a manager.
Three ways to grow, not one.
Most organizations have one way up: become a manager. That costs you great experts and gains you reluctant managers. The Career Path Model gives people three tracks into leadership.
Want people who stay and do their best work?
Let’s Talk