Human capital is the total innovative and productive potential
entrenched within the workforce of an organization. It is the force that creates value.
Given that people
are the fundamental asset of any organization, management of their
capabilities and contributions is an essential function that should not
be guided by circumstance or convenience.
Succession planning is
the process of harnessing the natural, and predictable, evolution of
this capital in a meaningful, consistent and beneficial fashion. The
goal is to create the pipeline and reservoir of talent required to
formulate and achieve the strategic objectives that determine an
organization's long term viability.
Good decisions need good information driven by quality insights and understanding.
However, akin to gravity, you cannot observe human capital directly -
Abilities, motivation, values and potential are known by their effects.
Fortunately, the science of human measurement and modification has advanced tremendously
in recent years so that their influence can be reliably observed and predicted. Instruments and
systems are available to qualified professionals that provide the meaningful and focused information
required for planned growth and substantive change. Quantifying and shaping your human capital permits the effective
management of your most vital resource.
The primary goal is to create a strategically fit organization. One that engages in the continuous
learning and adaptation required to build the capabilities for successful implementation of its strategy.
The core question answered is: How are the barriers and the strengths of this organization related to
its creating value and achieving its strategic objectives? The results are organized in a
comprehensive model that links your business strategy and competitive environment directly
with your most effective individual competencies and organizational performance levers.
This disciplined development process accomplishes five fundamental tasks:
- Delivers a comprehensive, work relevant report of each individual based on historical, personal and knowledgeable observer data that guides and predicts success in their expected or desired environment.
- Creates an accurate human capital audit, including social networking analysis of information and resource flows and includes a succession planning overview.
- Provides an independent, constructive and fact-based context for identifying the full range of issues that must be addressed to successfully realize individual and organizational potentials.
- Clarifies what change is required for the organization and allows all parties to work from a common strategic framework and anchor.
- Implements a transparent and shared agenda for action, owned and driven by a broad partnership that spans the organization
The Cientia system and Workbook is a valuable guide to everyone's
career and leadership development.
However, its designed specifically for people who aspire to senior roles. The system
is probably far more comprehensive than others you may have
considered or engaged in and the quality of resources are unsurpassed.
The purpose is to provide a thorough and precise process for achieving the highest career and
professional levels you are capable of.
The process is freely available to customize and adapt for use in your unique situation. The
analyses and developmental resources
are synthesized from the leading global sources in their fields. As well, a top level conference list and
regular executive resource newsletter are
available to facilitate your ongoing development progress. However,
most of the measurements in the formal assessment phase require
specific graduate training and qualifications. This is the real key
to unlocking world class performance. Contact us for a quote on your particular
The formal measurement package includes:
- 6 cluster, 33 item Competency framework,
- 5 cluster, 44 item Organizational Performance Driver
- Social Networking, Information and Resource Flow analyses,
- Succession map
- Choice of major Leadership indexes,
- Emotional Intelligence,
- Team Functioning and Role Preferences,
- 360° Interpersonal Work Styles and Orientation,
- Personality structure,
- Analytical, conceptual, decision making and thinking styles,
- Occupational Orientation
- Motives, Values and Preferences,
- Control and Desirability orientations.
- Additional measures as indicated
Senior management teams find the
information provided is both more business-focused and powerful than
that generated through conventional approaches such as attitude or
satisfaction surveys, computer generated reports or consultant
interviews. The individual reports structured within the Competency
framework deliver reliable, in-depth and concise observations with
actionable recommendations for each individual situation. These are
valuable for use with personal coaches, trainers or HR departments.
They also notice their progress is accelerated through the use of a
personal development consultant to help them diagnose needs, assess
resource allocation, analyze learning options and connect them with
the best value-added and highest quality resources
If you want to compete in the big leagues, you
need to level the field. You have to think like them using their
information. Unfortunately, owners and leaders of small and medium
size enterprises typically don't have access to the strategies and
methods of major organizations. They lack the awareness,
encouragement, budgets, facilities, information and, most of all,
the time away from work to develop the insights and abilities they
need to grow their businesses even more successfully in the future.
Yet, the smaller an organization the more responsibility for it's
fate relies increasingly on the abilities and motivation of fewer
individuals. Therefore, their performance across a wider range of
roles is ever more critical.
Cientia solves these problems in
three basic ways. First, delivering its services online increases
convenience and efficiency while lowering overhead. This makes the
price affordable for the budgets of individuals and mid-sized
organizations while accessing a global market. The process then
ensures that your time and money are focused precisely on those
areas of development with the greatest strategic impact for your
unique situation. Lastly, Cientia follows up where the others leave
off - With the ongoing monitoring, information and quality resources
necessary for sustained improvements.
Cientia also performs
Human Due Diligence services. Senior appointments are an essential
but risky business. CEO and executive churn are increasing.
According to Ivey Business School research, 25% of all executive
placements objectively fail. If the performance of another 25% is at
best average, the typical success rate is roughly the same as
flipping a coin - chance!
Inadequate performance in an
influential position can set a large corporation back years in
market share and profitability. It can devastate a small or medium
size enterprise. The direct cost of replacing a senior appointment
is nominally in the range of 1.5 times annual salary. Add in factors
such as recruitment, training and replacement expenses, in addition
to the effects of sub-optimal productivity, lost opportunities or
ineffective strategies, and the cumulative expense of a poor
decision quickly escalates. Protect yourself. Cientia provides the
data and analysis required to ensure your major talent investments
deliver as promised.
Thank you for your