The best thing about our 10 step process is you're probably already doing the first 5!

Our process has been refined whilst working in the Strategic Human Resources field over the last 10 years. The areas we have built custom software solutions for in the past (and have subsequently built our processes to mirror) incorporates Organizational Development, Learning Management, Recruitment, Scenario / Workforce Modelling, conducting Exit Interviews, Outplacement and of course Succession Planning.

We're not about to suggest that we replace your existing process but rather to allow you to finally:

• Leverage your existing Strategic HR investment
   
• Incorporate technology to support and bring new efficiencies to that spend
   
• Realize the visions you had set out to achieve

Typically, most organizations will in some shape or form, follow our first 5 step process below (our process was based on what was becoming this industry standard). What will follow, however, is how we have enhanced this process to get you to realize a return on your investment and gain that competitive advantage.

The first 5 steps ..

The first 5 steps focuses on measuring and managing your entire (permanent) employee population. It provides an even basis on which to identify standout employees (but not necessarily how to utilise them).

Step 1. Your organization – Many organizations start as a core group that proves to be successful. To avoid being lost in obscurity or swallowed by much larger organizations, the core group evolves and act as leaders for the following generations.

Step 2. Strategy – To ensure that success is not only reproduced but is improved and grows, Organizations formulate short / mid / longer term strategies to continue the evolution.

Step 3. KRAs & KPIs – Once corporate strategies are agreed, the Key or Critical Roles required to deliver these strategies are identified / defined and their expected Key Result Areas and Key Performance Indicators are documented.

Step 4. Performance Management – The performance of employees are monitored and scored against KRAs and KPIs, and for more advanced organizations skills / competency is recorded against a library. Typically, ratings are supplied against KRAs and KPIs to ensure alignment with corporate strategies.

Step 5. Training and Development – As the results from Performance Management (and possibly Competency) assessments are analysed, promises are made to employees to assist them in areas they are weak. Bonuses may be calculated based on where they exceed expectations.

The System (steps 6 to 10)

If the previous 5 steps is about establishing the process where standout employees can be recognised, the next 5 steps is about doing something about them. This includes providing guidance, challenge and the opportunity to rapidly succeed. We call it Leadership Risk Management and provide the Talent Technology CARILLION system to empower you to do the same.

CARILLION was designed to enhance the previous 5 steps and focuses on your critical and future leaders.

CARILLION is not about replacing what you have painstakingly enabled for the first 5 steps (whether that be online / manual) but rather to provide you with the tools to incorporate the results and take you to the next evolution as per below.

Step 6. Identify Critical and High Potentials – Using the data you gather over the first 5 steps and by enabling you with additional fields to gather more, CARILLION will empower you to identify the individuals who are consistently performing well and/or those who have the potential to. It is with these Leaders your organization relies and not only do you need to leverage their full potential but also leverage it where you need most within the bounds of the Leader's (future) capabilities.

Step 7. Assess against Critical Roles – Your organization's strategies have defined the roles that are critical to realising your vision and now (via Step 6) you know who your most talented current and future Leaders (or Talent Pools) are. Use the CARILLION system to compare the two or at least to support an offline Talent Review. We're not about replacing all your processes by technology, in fact, when our technology is transparent or invisible we know CARILLION is doing its job (and so are you).

Step 8. Accelerate the Closure of Gaps – Review your current and future leader strengths / weaknesses. For these leaders addressing their weaknesses and closing the gaps are different to (long term) Career Development initiatives, so we give you the option of recording them separately in CARILLION or keeping your strategies with your current LMS. Either way, with the process addressed and managed, your Organization and its stakeholders will only benefit.

Step 9. Succession Planning – Step 8 addresses your known risks, however, this step focuses on addressing the unforseen. With CARILLION's Succession Planning functionality, your Organization can work through the process of identifying successors and optionally take on the services of Talent Intelligence (our sister company) to incorporate external successors where you come up short. With this combination of internal and external succession planning there is no better way to mitigate your Leadership Risk.

Step 10. Deploy, Track and Report – CARILLION comes with ready-to-print / out-of-the-box / dynamic / realtime / interactive reporting. There's no real need to customise or develop additional reports, everything you need is already available. If your organisation is still bogged down managing spreadsheets or generating word documents for individuals, CARILLION is the answer and will allow you to once again focus on your visions.

Continue on to or return to Why Leadership Risk Management?