A preference for human solutions

Embedded into key human resources projects for the past 15 years, this senior consultant has designed and participated in several strategic succession planning projects for a variety of organizations, i.e.:

• Accelerated development plans for managers and executives
• Design and management of effective Succession Planning programs
• Profile definition and assessment to create world-class sales teams

By consulting Thierry Devisse, one is given access to a distinctive expertise in identifying individual potential and thereby emphasizing human solutions to organizational challenges.

Controlled risk, safe integration

Fit is a flexible competency assessment:

• For all position styles and levels and in any organizational context
• Permitting a calibrated assessment on either standard or specific profiles

Fit provides customer ample information to:

• Question first impression of a candidate
• Shed light on ambiguous elements of the value of a candidate
• Confirm strategic choices and defer hasty decisions
• Identify the candidate's distinct value with regard to a team leadership profile
• Compare short term and long term benefits
• Reduce collateral effects of introducing a new key player
• Anticipate the risk of an inadequate cultural integration
• Provide strategies to integrate and develop the candidate

Develop managers, step by step

Solutions proposed by Thierry Devisse contain key elements that allow surpassing typical management training practices.

Transfer provides possibilities:

• To determine which key organizational conditions will permit or limit learning transfer and to implement necessary leverage factors
• To qualify manager readiness to develop and define optimal transfer strategies based on his own personal profile (individual transfer plan)
• To implement transfer pods (access to documents, videos, conversations, events) to favor prompt assimilation of target behaviors
• To introduce wiki-learning: small-group meetings to debate on personal development strategies
• For current managers to enhance their performance, secure their integration or to prepare for future roles.

Leadership Audit qualifies current organizational leadership and identifies team strengths, liabilities, blind spots, degree of cohesion, and areas of turbulence in order to assess its capability to reach organizational objectives. Also investigated, are its own peculiar dynamics, communication mode and capacity to think beyond current operations and be innovative.

Solutions proposed by Thierry Devisse help define whether organizational leadership can sustain and accomplish its strategic plan. Through interviews, discussions and questionnaires, he identifies leadership team competencies as a function of current context (organizational streamlining, operations reengineering, culture change, rapid growth) or as a function of a critical phase (crucial project, merger or acquisition, business unit start-up).

This organizational review:

• maps out the current state of leadership comparing it to the state-of-the-art leadership models,
• identifies critical areas,
• proposes the implementation of actionable plans,
• determines individual needs, and
• refines the talent acquisition strategies.

Amongst the essential elements of an efficient Succession planning project, the requirements are:

• Endorsement and qualification by management and human resources partners to identify talent
• Criteria definition to build a talent pool that will avoid replication of the current leadership profile
• Accelerated development strategies based on learning-in-action models (real assignments, real coaches, real conversations)

A Succession planning project proposed by Thierry is based on three principles:

• Identification
• Qualification
• Development

These three steps are synchronized and rooted into the corporate culture and current organizational systems and provide the capacity to:

• Structure identification processes at each step of an employee's organizational lifespan
• Provide user-friendly tools to validate development potential of every employee
• Design concrete methods and events to effectively develop the identified talent.