TALENT CONTINUUM

Organization effectiveness is imperative in today’s fast-changing business environment.  We help organizations look at every aspect of OE including, Talent Management, Leadership Development, Organization Design, Structure, Processes, Change and Transformation.

SERVICES & SOLUTIONSCONTACT US

Certified Prosci Change Management Practitioner

When your organization needs to build change capability, adopt new processes or technologies, deliver meaningful results on key projects, or adapt to organization-wide changes, you need Solutions for Organizations.

Successful companies change. Continually. And we utilize the Prosci Change Management methodology so that organizations can reap the rewards of change, empower every employee before, during and after the change, and focus on the people side of change.

Prosci PractitionerProsci Change Management Methodology

MYERS BRIGGS STEP II™ INTERPRETIVE REPORT

The Myers Briggs Step II™ Assessment includes an Interpretive Report that applies results to four important components of professional development: communication, decision making, change management, and conflict management.

What is the Myers Briggs Assessment?

Our assessments are all offered online, which makes it easy to administer and meet the requirements set by distributors.

Once you purchase your assessment you will receive a system generated email with instructions and a link to complete your assessment.

When you complete your assessment, we will be notified and we will then generate the assessment report and email it to you within 24 hours.

Myers Briggs Assessment Interpretation and Order Process

Most assessments can be self-interpreted and come with a great level of detail and explanation of your assessment results.  Some assessments like the Myers Briggs Type Indicator Form Q, the Korn Ferry Voices 360 or the California Psychological Inventory assessment require that practitioners (us) provide students (you) with a one on one interpretation session to best understand results.  When you purchase an assessment with such requirements, we will schedule the 1:1 coaching session with you at your convenience.  These 1:1 session is included in the cost of your purchase as well as the Interpretive Workbook.  Please note that Myers Briggs has additional workbooks to expand the understanding of your Myers Briggs Type and i.e. Stress, Conflict, EQ and many others and these are an additional cost.

In addition to receiving your assessment report, if you purchased a workbook it will be emailed to you with your assessment results.  A workbook provides you with greater detail to further understand your assessment results.  Most workbooks are available in PDF, but if it is not it will be mailed to you.

FAQ: Are you certified by Myers Briggs?

Certified by CPP to administer the following assessments:
The Myers Briggs Type Indicator
The FIRO (Fundamental Interpersonal Relationship Orientation) assessment
The TKI (Thomas Kilmann Conflict Mode Instrument)
The CPI (California Psychological Instrument)
The Strong Interest Inventory assessment.

Emotional Intelligence (EQ) Assessment

More and more employers are asking candidates about their EQ (Emotional Quotient) also AKA Emotional Intelligence due to the stress levels in the workplace and employers want to hire leaders that have a very good level of EQ.

What is Emotional Intelligence (EQ)?

Your EQ is the level of your ability to understand other people, what motivates them and how to work cooperatively with them.  Self-Awareness, Self-Regulation, Motivation, Empathy and Social Skills.

EQ Assessment Interpretation and order process

Most assessments can be self-interpreted and come with a great level of detail and explanation of your assessment results.  Some assessments like the Myers Briggs Type Indicator Form Q, the Korn Ferry Voices 360 or the California Psychological Inventory assessment require that practitioners (us) provide students (you) with a one on one interpretation session to best understand results.  When you purchase an assessment with such requirements, we will schedule the 1:1 coaching session with you at your convenience.  These 1:1 session is included in the cost of your purchase as well as the Interpretive Workbook.  Please note that Myers Briggs has additional workbooks to expand the understanding of your Myers Briggs Type and i.e. Stress, Conflict, EQ and many others and these are an additional cost.

Our assessments are all offered online, which makes it easy to administer and meet the requirements set by distributors.

Once you purchase your assessment you will receive a system generated email with instructions and a link to complete your assessment.

When you complete your assessment, we will be notified and we will then generate the assessment report and email it to you within 24 hours.

FAQ: Are you certified by Myers Briggs or FIRO?

Certified by CPP to administer the following assessments:
The Myers Briggs Type Indicator
The FIRO (Fundamental Interpersonal Relationship Orientation) assessment
The TKI (Thomas Kilmann Conflict Mode Instrument)
The CPI (California Psychological Instrument)
The Strong Interest Inventory assessment.

Thomas-Kilmann Conflict Mode Assesment

The Thomas-Kilmann Conflict Mode Instrument (TKI) helps individuals understand how five conflict-handling modes, or styles—competing, collaborating, compromising, avoiding, and accommodating.

What is the Thomas-Kilmann Conflict Mode Assessment?

The Thomas-Kilmann Conflict Mode Instrument (TKI) helps individuals understand how five conflict-handling modes, or styles—competing, collaborating, compromising, avoiding, and accommodating—affect interpersonal and group dynamics and learn how to select the most appropriate style for a given situation. By selecting responses from 30 statement pairs, individuals discover their preferred style. The TKI Conflict Mode assessment allows individuals to safely open a discussion about conflict, to reveal patterns, and to look at instances when one conflict behavior is productive and when choosing another style would be more effective.

TKI Assessment Interpretation and Process

Our assessments are all offered online, which makes it easy to administer and meet the requirements set by distributors.

Once you purchase your assessment you will receive a system generated email with instructions and a link to complete your assessment.

When you complete your assessment, we will be notified and we will then generate the assessment report and email it to you within 24 hours.

FAQ: Are you certified to administer the TKI assessment?

Certified by CPP to administer the following assessments:
The Myers Briggs Type Indicator
The FIRO (Fundamental Interpersonal Relationship Orientation) assessment
The TKI (Thomas Kilmann Conflict Mode Instrument)
The CPI (California Psychological Instrument)
The Strong Interest Inventory assessment.

Certified Korn Ferry Consultant

No one knows more about aligning talent and organizational strategies than Korn Ferry. With their unique expertise and as we are certified Korn Ferry consultants, we can help you release the power of your collective genius and drive superior performance.

Korn Ferry AssessmentsKorn Ferry Leadership Architect Model

CONSULTING SERVICE: Korn Ferry Leadership Architect

We are certified by Korn Ferry to administer their Leadership Architect methodology.  With the Korn Ferry Leadership Architect (KFLA) methodology, we organizations implement a robust system for talent selection, performance management and succession planning. 

What is Korn Ferry?

“No one knows more about aligning talent and organizational strategies than Korn Ferry. With our unique expertise, we can help you release the power of your collective genius and drive superior performance.” Korn Ferry

What is the Korn Ferry Leadership Architect Methodology

 Korn Ferry Leadership Architect offers the most powerful competency framework available today. These 38 competencies can be tailored within your organization to align your business strategy with your talent strategy.

Are you certified by Korn Ferry?

We are certified by Korn Ferry to administer the following assessments:
Korn Ferry Leadership Architect
Voices 360 Feedback Facilitation and Coaching Certification
Korn Ferry Assessment of Leadership Potential
Korn Ferry Interview Architect

Korn Ferry Voices 360° Assessment

What are the best practices for creating and delivering confidential, timely, and accurate 360º feedback? Korn Ferry’s Voices 360º  Assessment combines their world-class competency model, a state-of-the-art survey process and feedback reports for outstanding insights.

What is the Korn Ferry Voices 360° Assessment?

The Korn Ferry Voice 360º Assessment supports two approaches, competency-based and behavior-based. Both approaches are underpinned by Korn Ferry’s Leadership Architect™ (KFLA) competency model – the world’s most robust, comprehensive competency model – allowing us to configure the content with competencies that are specific to your organization.

What is the pricing for the Korn Ferry Voices 360° Assessment?

Pricing is dependant on whether your organization has purchased access to the Korn Ferry Global Assessment platform in which we can be hired as consultants or if you need to utilize our Korn Ferry Global assessment platform as we are certified Korn Ferry Consultants. 

Are you certified by Korn Ferry?

We are certified by Korn Ferry to administer the following assessments:
Korn Ferry Leadership Architect
Voices 360 Feedback Facilitation and Coaching Certification
Korn Ferry Assessment of Leadership Potential
Korn Ferry Interview Architect

Korn Ferry Assessment for Leadership Potential

The Korn Ferry Assessment for Leadership Potential or KFALP is a proactive approach to assess and identify key talent with the skills required to succeed in leadership roles.

What is the Korn Ferry Assessment for Leadership Potential?

With the Korn Ferry Leadership Potential Assessment, we will be able to help you with:

  • Objectively evaluate an employees’ leadership potential
  • Identifying the right individuals to invest in- The Korn Ferry Assessment for Leadership Potential measures critical components of leadership potential, so you can invest in the right talent and target the right areas for development.
  • Taking decisive action – assess leadership potential for a role or at a specific level.
  • We deliver interpretation sessions that provide feedback and coaching to assessment participants and we work with the organization to create a leadership development plan.
What is the pricing for the KF Assessment for Leadership Potential?

Pricing is dependant on whether your organization has purchased access to the Korn Ferry Global Assessment platform in which we can be hired as internal consultants to administer the assessments and provide you with the interpretation and data. 

Is the KFLP a Succession Planning Tool?

Some organizations promote because the candidate has tenure and or the technical skills after numerous years of experience and academic credentials,, but this approach can negatively impact morale or other employees as they may think are just as qualified and the candidate as they may have the technical skills, but lack the leadership skills necessary to lead a team.

The Korn Ferry Assessment for Leadership Potential is a proactive talent management assessment tool that gives you the right framework for your succession plan.

Organizational Strategy Consultant

Talent CONTINUUM provides end to end support to organizations who want to transform their business. We help them translate their strategy into something they can operationalize, by aligning both the tangible elements of the organization – people, structure and process – and the intangible elements – motivations, relationships, and culture. This enables us to anticipate and react to evolving markets, drive true behavioral and organizational change – and make it stick.

Organizational StrategyOrganization Effectiveness

WORKSHOP: Five Dysfunctions of a Team

The Concept

The Five Dysfunctions of a Team workshop outlines the root causes of politics and dysfunction on the teams where you work and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don’t die easily. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster.

What are the Five Dysfunctions of a Team?
  • Dysfunction #1: Absence of Trust

    The fear of being vulnerable with team members prevents the building of trust within the team.

  • Dysfunction #2: Fear of Conflict

    The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict.

  • Dysfunction #3: Lack of Commitment

    The lack of clarity or buy-in prevents team members from making decisions they will stick to.

  • Dysfunction #4: Avoidance of Accountability

    The need to avoid interpersonal discomfort prevents team members from holding one another accountable.

  • Dysfunction #5: Inattention to Results

Five Dysfunctions of a Tea Workshop Process

The Five Dysfunctions of a Team assessment is processed online and we work with you to organize all of the participants and once that is complete -we send out a link to all of the participants.

Once the participants complete the assessment, we work with the hiring manager to interpret the results and set the strategy for the workshop.  We then meet with the team and conduct a full day workshop to understand the dysfunctions and set goals to mitigate the dysfunctions so the team can move on.

FAQ: Are you certified by the Table Group?

The Table Group, led by Patrick Lencioni who authored the Five Dysfunctions of a Team and much more in the realm of leadership and business – does not offer certifications.  but, we have a Master’s of Science Degree in Organizational Development and over 30 years in the Organizational Strategy, Organization Effectiveness and Leadership Development space with countless hours of delivering the Five Dysfunctions of a Team workshop.  

Organization Design

We Design Dynamic and Agile Organizations

Organization design is a step-by-step methodology which identifies dysfunctional aspects of workflow, procedures, structures, and systems realign them to fit current business realities/goals and then develops plans to implement the new changes.

A clear strategy for managing and growing your business.

 

What is your methodology to Organization Design? Part I

We help clients design organizations to reduce costs, drive growth, and strengthen both short-term performance and long-term organizational health.

Specifically, we work closely with our clients to Assess the strengths and weaknesses of the current organization and design a robust new structure.  We make sure the design focuses management attention on the strategic priorities and critical operations of each business unit, region, or product—be it international expansion, cost-cutting, or growth through acquisitions. Our approach identifies an explicit, value-adding “mandate” for the corporate center—for example, coordinating key functions or driving specific strategic initiatives.  

What is your methodology to Organization Design? Part II

Our accountability tools and decision-making frameworks help identify accountabilities for cross-unit processes.  We go beyond organization charts to reveal and tap into the informal communities through which the organization shares information and knowledge. We help clients understand the value collaboration can bring and the mechanisms to enable it.  Using our proprietary complexity survey, we pinpoint issues such as a lack of role clarity or poor processes that could hinder productivity.

Examples of our Organization Design Work
  • For a power retailer seeking major revenue growth, a new organizational design supported by strategy transformed the sales model, eliminating non-value-added activities, and strengthening top management’s role as “super coaches” to the sales team. Profits grew by 25 percent in a year.
  • In a global consumer goods company, a new CEO reduced the corporate center by 50 percent, redesigned key HR and finance processes for efficiency, and consolidated fragmented supply-chain functions. Savings totaled $500 million over 3 years.
  • A global consumer goods manufacturer eliminated complexity in several regions and functions, halving the time it needed to make decisions in critical processes. This helped it bring products to market faster in response to changing customer needs.

Diversity & Inclusion

We work with organizations to build workplaces that attract, retain and release the full potential of diverse talent and we go beyond D&I – we add equality and we refer to the program as EID (Equality, Inclusion & Diversity).  It’s time to change the norm and take a different approach to the Diversity & Inclusion paradox.

What is your approach to Equality, Inclusion & Diversity?

We work with leaders to create cultures of inclusion where diversity is intrinsically valued; where every individual is able to contribute fully; and where talented people can advance through the organization regardless of their gender or background. We work at a broad, strategic level creating the right environment for diverse workforces to succeed. And we work on specific D&I initiatives including differentiated programs for under-represented employee groups.

Define Equality in your Diversity & Inclusion program?

Equality in the workplace has become the most important aspect of any Diversity & Inclusion program and we have formulated a methodology to demonstrate an organizations equality efforts to demonstrate equal pay and access to equal opportunities.  Our soon to be patented Equality Index will be the answer organizations need to demonstrate their equality efforts or identify gaps.

FAQ: What is your experience in Diversity & Inclusion consulting?

Lead the region’s diversity and inclusion strategy by ensuring diversity agendas were successfully implemented and in line with corporate objectives. Provided thought leadership and partnered in the development of policies and programs to attract, retain and promote a diverse workforce for the organization such as building out different recruiting channels, refining employer branding messaging, launching development programs and working & implementing employee resource groups. Developed metrics to measure the effectiveness of corporate diversity initiatives implemented and prepared quarterly reports to senior management on the value of the actions.

Prepared AT&T’s applications to nationally recognized DI surveys such as Fortune’s 100 Best Companies to Work For®, Best for Vets Employers, the Human Rights Campaign, Black Enterprise’s 50 Best Companies for Diversity, Latina Style and represented company at awards ceremonies, government DI events, ERG functions and diversity driven job fairs.

Leadership Development

Effective leadership development helps organizations engage their people, unlock potential, and experience unprecedented growth. Yet, many organizations suffer from a lack of confidence in their future leadership strategy. Our leadership development programs are precisely targeted by industry, strategy and leadership level to help our clients develop the next generation of leaders – smart, dynamic professionals prepared to lead their organizations into the future with confidence.

Custom Leadership Development Solutions

ORGANIZATION

EFFECTIVENESS WORKSHOPS

Our Conflict Management training goes beyond learning how to address conflict between 2 people or within a team. We do a deep dive into leadership styles, behavioral characteristics to eliminate the root causes of conflict.

Conflict Management

Lear More

Forward-thinking organizations know that there is no such thing as a one-size-fits-all solution. Each organization is different and requires unique skills and traits for effective leadership. Effective solutions require much more than transferring knowledge to your leaders; it means designing development experiences that change the way they think and operate. 

Custom Leadership Development

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The workforce is more diverse than ever before and leaders need to have a very good level of sensitivity to cultural differences and understand what to do if asked about a prayer break or wearing a garment that is not considered the norm.

Managing Across Cultures

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There’s no one-size-fits-all program for eliminating inappropriate behaviors in the workplace.  We’ve created a best-in-class program to specifically address the characteristics of an organization’s culture. The first step is to get an accurate picture of the culture, Analyze data trends (attrition, retention and other people metrics) and obtain direct feedback in a trustworthy and confidential environment. 

Subculture Assessment

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Power Bylaws® is our proprietary solution to align leaders to a sense of EQ and their surroundings.  We utilize leading 360 tools, assessments and feedback tools to keep the leader aligned and minimize risk & exposure for the leader and the organization.

Power Bylaws®

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The Truth About Employee Engagement workshop takes on the universal problem of job dissatisfaction. The model presents managers with a practical, new approach for engaging employees in order to maximize their potential. According to numerous studies, an employee’s relationship with their direct manager is the most important determinant to employee satisfaction.

Employee Engagement

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We're Organizational Strategy SME's

Office

703 Pier Ave.  Building B #711
Hermosa Beach, CA 90254

Hours

M-F: 9am – 5pm
S-S: Closed

eMail Us

info@talentcontinuum.com