Services

No matter what business your company is in, it depends on people. Only people can create value for the enterprise. TheGiftednessCenter^SM can pinpoint how your people add value, then help you maximize that value by positioning them where they can be most effective. This deep understanding of human potential applies to all three areas of human capital—recruitment, management, and development.


Recruitment

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Hiring and Retention
Nothing adds more to your company's bottom line than having the right people in the right jobs. Nothing proves more costly than placing someone in a job who is not gifted to the task. We can help you eliminate the costs of a mis-hire by telling you ahead of time what will happen if you hire a given candidate into a given position.

Executive Search
What distinguishes us from other retained executive search firms is our ability to get at the essential motivation of a qualified candidate—the motivation that will drive their performance in your company. We excel in recruiting key personnel when the main requirement is to absolutely get it right. Our network of experienced colleagues extends throughout the United States, Canada, Europe, Africa, Southeast Asia, and Australia.

Leadership Recruitment
How valuable would it be to know the leadership or management potential of promising people in your company? We can tell you who is actually motivated to oversee, as well as how they will most naturally lead and/or manage if placed in such a role. We can also help you identify the "holes" in your organization's leadership, and what sort of giftedness is required to plug those holes.


Management

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Management Coaching
We can help make managers significantly more effective by identifying their Giftedness Profile for Managing^®, which details the unique style with which they oversee others. Combined with Giftedness Profiles^® for their direct reports, this information proves invaluable in adjusting expectations, identifying strengths to build on, and creating mechanisms for coping with areas of "can do"—the parts of the job for which the manager is not fundamentally gifted.

Teaming
So many approaches to team-building and team-alignment aim at helping people learn to "get along." Then, perhaps, they can perform better. We see things differently. We certainly want people to get along, but the purpose of a team is not to get along, but to score points. Our unique "side-by-side" Team Profile^® gives a team precise knowledge of each member's core strengths, allowing leaders to call "plays" for the team that produce high performance and hard results in real-time situations, not off-site simulations.


Development

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Career Development
Companies often ask, "How can we hold onto our best people?" A good place to start is with a Giftedness Profile^®, which informs management of what a valued employee is actually seeking in the job. We can then use that information to help employer and employee work together to set expectations, generate options, and chart a course for the person's long-term usefulness to the enterprise.

Executive Coaching
Our approach to executive coaching begins with a frank awareness that "we can't put in what God left out. " On the other hand, that means we can focus on what's right with a key leader, not what's wrong or "weak" with them. The result is a far more confident, directed leader who knows where to concentrate their time and effort so as to maximize effectiveness.

Leadership Development
Leadership is not a set of traits, but rather a function of an individual's particular giftedness. Under certain conditions, the person is motivated to act in ways that cause others to follow—and through that process the person assumes leadership. Our Giftedness Profile for Leadership^® specifies the unique circumstances and endowments that combine to create one's "leadership moment." Using that information, we can coach leaders to be very strategic and deliberate in how they optimize their leadership ability.

Succession Planning
When a key leader leaves an organization, their giftedness leaves, too. Should it be replaced? Or is it a time for different strengths? If so, who possesses them? And how will the new leader relate to the rest of the team? Or is a whole new team required to make the enterprise successful? We can help a company answer difficult, sensitive questions like these by introducing a deep understanding of how people's core strengths affect the organization and its future.

Outplacement
Career transitions are inherently stressful, but we have a track record of turning such moments into opportunities for people to move ahead, not fall behind. The key is an accurate understanding of how a person adds value, and the real nature of the contribution they are motivated to make. Our Giftedness Profile for Professional Placement^® arms the new job-seeker with a clear picture of what the next job needs to look like in order to ensure success and satisfaction. We can also walk with the person through the transition process, guiding them in a personalized action plan that leads to the next step in their career.