Talent Management | Columbus Management Group

Columbus Management Group helps companies prepare the soil for new employees. We know engaged people produce transformational results. Through our Talent Management methodologies and tools, we transmit our passion for people and results, developing talents to breed competitive advantage

"Accompanying our clients to better manage the crisis".

In these difficult times, our TALENT MANAGEMENT team is giving their best to provide the best support to HR and management teams in many organisations, particularly in crisis management, adapting protocols to new health and social regulations, cost optimisation, digitalisation, process outsourcing. Many organizations need to be supported, listened to and accompanied in order to take the best decisions to maintain the necessary balance and business continuity. The future belongs to organisations that react to today's challenges by implementing the right, ACTIVE and sustainable solutions for tomorrow.

Talent Acquisition & Recruitment

Talent Acquisition is the process of attracting and integrating new highly skilled employees.

Columbus Management supports companies in improving existing recruitment systems and methodologies or implementing new ones.

Here are typical areas in which we can support our clients:

Employer Branding and Media presence
Talent Pool and Employee Network
Recruitment and On-boarding Process
HR Recruitment Database
Assessment Tools
Job Grading
Job Descriptions
Competency Framework
Career Paths

Performance Management

Performance management focuses on developing and motivating in-house talents through a structured and coordinated process, measuring behaviours and achievements in accordance with a specific company framework. Successful performance management systems need to be adjusted to companies’ specific cultures and needs.

Columbus Management helps organisations identify which improvements are required in order to develop or adapt the adequate tools, in line with the specific performance measurement maturity and strategic goals.

Here are a few crucial methodologies and tools needed for a successful Performance Management Programme:

Setting organisational and individual SMART objectives
Setting leadership and coaching behaviour methodology for management and team leaders
Organising periodic reviews (achievement discussions between supervisor and employee)
Implementing a feedback culture where 360° assessments or other feedback methodologies are used regularly
Implementing a calibration process to preserve fair assessment methods throughout the organisation
Linking the performance management programme to “high potential“ individuals identification
Using personal improvement plans for employees who rate below an “agreed” acceptable performance rating
Using a competency framework aligned with the company culture
Having a Performance Management System supported by an IT tool

Learning & Development

When asked about different reasons for staying in the same company, employees always mention “sincere recognition and acknowledgement of their work” as 1st criteria, whereby the 2nd is “the willingness and actions of the company to allow their personal and professional development”. In order for companies to improve retention and allow sustainability, they should have programmes in place which enable employees to continue their learning and development after having been hired.

Managers, supervisors and team leaders should acknowledge the importance of supporting the skills development of their teams.

Columbus Management helps companies on different levels and domains of the learning process such as:

Personalised Development Plans (PDP)
Knowledge Transfer
Internal Technical Trainings
Knowledge Transfer Programme
Leadership Skills Development Programme
Career Paths
Coaching Programmes
Innovative E-learning
High Potentials’ Development Programme
Employees’ Development Programme

Coaching

How do we as individuals identify whether we are acting at our best in any specific situation? There are often several paths that can be taken. We sometimes see gigantic mountains ahead of us and would rather walk back instead of climbing them. These situations are real to anyone and occur in working environments on a daily basis. While they need to make choices, leaders, managers and employees are faced with organisational, structural and time pressure challenges. Finding the appropriate listener or sparring partner in these moments is difficult.

While coaching has been used for sports teams with success for decades, the same approach has only recently expanded to professional and private environments. Being “coached” should be understood as getting an efficient, non-judgemental counselling and accompanying where the coached one finds his/her own benefits. Focused questioning and active listening helps finding solutions much quicker, identifying limitations or hidden obstacles, enabling growth towards a formulated goal. Columbus Management’s coaching methods consist of accompanying individuals or groups of individuals in order to develop their full potential and know–how in the framework of their professional requirements.

Columbus Management elaborates and implements coaching programmes such as :

Leadership & key position Coaching
High-Potential Coaching
Collective Coaching
Active supervision Coaching

Succession Planning

Companies need to anticipate on their qualitative and quantitative skill set needs, defining the talents/criteria of key positions and identifying key persons to be put in place/accompanied and trained through either high level leadership programmes or High Individual Performance programmes.

Columbus Management helps clients identify gaps and accompanies them in implementing such succession planning programmes – here are some examples of actions where we can help:

Identify key positions through an organisation mapping
Identify knowledge transfer needs and implement knowledge transfer actions for key positions, through specific pairing or “shadowing” actions between the experienced employee and the knowledge transfer recipient
Assess risks and retention levels for employees who are in these critical roles and positions and/or identified as High Potentials
Develop a detailed skills matrix per department /specialty/area which outlines all adequate skills needed to run that specific function
Run On-the-Job-training (training through technical mentoring, implementing and following-up of professional activities in the presence of a peer who passes on his knowledge and know-how through demonstration)
Design a succession mapping, giving a clear expectation plan on replacements for all key positions outlining if a team member is:
- - “Ready now” taking over the key position immediately
- - “Ready in 1 to 2 years” with appropriate development plan

Intercultural Management

Whether working globally or locally, organisations rarely work solely within their own cultural context. Companies need to be well equipped to operate successfully in a global and virtual environment. Companies face rising pressure to reduce the cost of travelling and expatriation. They need to be prepared to lead at a distance and be able to work effectively in a virtual setting. Successful management of cultural diversity has therefore become a strategic advantage.

Also one of the most common management challenges involves how to effectively manage all kinds of different people, who look and think differently. Additionally, people of different generations need to work well together, and managers need to know how to handle these differences. Within the context of buy-outs or mergers we have also found this challenge a key driver for value generation.

Here are some examples of comprehensive training, methods and tools which Columbus Management provides to help companies create a more multiculturally effective environment :

Building Mixed project teams
Organising Off-site team building
Training on successful management styles
Teaching how to lead across international cultures
Implementing different corporate culture alignment programmes
Working in a virtual world
Building on an Inter-generational management culture

Talent Acquisition & Recruitment

Here are typical areas in which we can support our clients:

Employer Branding and Media presence
Talent Pool and Employee Network
Recruitment and On-boarding Process
HR Recruitment Database
Assessment Tools
Job Grading
Job Descriptions
Competency Framework
Career Paths

Performance Management

Here are a few crucial methodologies and tools needed for a successful Performance Management Programme:

Setting organisational and individual SMART objectives
Setting leadership and coaching behaviour methodology for management and team leaders
Organising periodic reviews (achievement discussions between supervisor and employee)
Implementing a feedback culture where 360° assessments or other feedback methodologies are used regularly
Implementing a calibration process to preserve fair assessment methods throughout the organisation
Linking the performance management programme to “high potential“ individuals identification
Using personal improvement plans for employees who rate below an “agreed” acceptable performance rating
Using a competency framework aligned with the company culture
Having a Performance Management System supported by an IT tool

Learning & Development

Columbus Management helps companies on different levels and domains of the learning process such as:

Personalised Development Plans (PDP)
Knowledge Transfer
Internal Technical Trainings
Knowledge Transfer Programme
Leadership Skills Development Programme
Career Paths
Coaching Programmes
Innovative E-learning
High Potentials’ Development Programme
Employees’ Development Programme

Coaching

Columbus Management elaborates and implements coaching programmes such as :

Leadership & key position Coaching
High-Potential Coaching
Collective Coaching
Active supervision Coaching

Succession Planning

Columbus Management helps clients identify gaps and accompanies them in implementing such succession planning programmes – here are some examples of actions where we can help:

Identify key positions through an organisation mapping
Identify knowledge transfer needs and implement knowledge transfer actions for key positions, through specific pairing or “shadowing” actions between the experienced employee and the knowledge transfer recipient
Assess risks and retention levels for employees who are in these critical roles and positions and/or identified as High Potentials
Develop a detailed skills matrix per department /specialty/area which outlines all adequate skills needed to run that specific function
Run On-the-Job-training (training through technical mentoring, implementing and following-up of professional activities in the presence of a peer who passes on his knowledge and know-how through demonstration)
Design a succession mapping, giving a clear expectation plan on replacements for all key positions outlining if a team member is:
- - “Ready now” taking over the key position immediately
- - “Ready in 1 to 2 years” with appropriate development plan

Intercultural Management

Here are some examples of comprehensive training, methods and tools which Columbus Management provides to help companies create a more multiculturally effective environment :

Building Mixed project teams
Organising Off-site team building
Training on successful management styles
Teaching how to lead across international cultures
Implementing different corporate culture alignment programmes
Working in a virtual world
Building on an Inter-generational management culture

Talent Acquisition & Recruitment

Performance Management

Learning & Development

Coaching

Succession Planning

Intercultural Management

Talent Acquisition & Recruitment

Performance Management

Learning & Development

Coaching

Succession Planning

Intercultural Management

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