People Development and Coaching

Are your team performing? From individual contributors on the front line with your customers, through their management layer, to their leadership, are you seeing the required performance?

Are they delivering to goals, driving success – operational and strategic?
Do they operate reactively or proactively?
Are they operational when you want innovation?
Are they focussed on simple KPIs when you need them to be the voice of your
customers and drive internal action to contribute to overall company performance?
Does your leadership foster collaboration, a working environment that drives
creativity, is rewarded and maintains morale?

Let Corevo focus on your existing team’s capability and development, help them own their development to guide and empower them to achieve their potential. In collaboration with your HR function, end-to-end assessment of role descriptions, KPIs, goals, RACI, and reward package; through to behaviours, expectations, and higher capabilities.

The assessment will be presented where priorities and outcomes will be agreed, alongside your own HR processes and policy. Your teams will learn from experts so they can develop with the correct focus, we will be there every step of the way.

Collateral Development – the ‘toolkit’

JD development with the appropriate goals, measurements, and rewards. RACI production (important for cross-Sales agreement and adherence in Customer Success), rollout and ongoing employee check-in and review materials.

9-Box Calibration

Industry best practice to assess equally across your teams against agreed criteria. Identify capable, high trending performers, and those who require a development programme. Alongside HR, Corevo will agree the criteria, produce presentation material to bring your organisation into the process, collateral, and facilitate the process for your management team to subsequently take forward.

Group and 1:1 Coaching Plans

Built on output of the assessment processes, agree the development plans – both individuals or for the group. Driven by the goals and direction of the company, detailed plans with supporting materials to provide targeted development actions to address areas of improvement, and/or those identified on a management track to reach their potential. Materials developed to track progress in the agreed check-in cadence.

1:1 Mentoring

Designed for those team members identified as on a promotion track to future manager, or management to leadership. The goal is to fulfil that potential by being a trusted advisor and confidant. Agile engagement agreed at the outset with number of days, materials, check-ins, and objectives. Imparting knowledge and behaviours to lay the foundations, and then (if desired) an ongoing support arrangement for use ad-hoc as the candidate progresses their careers. Online or face-to-face, continued direct mentoring or simply light-touch (a sounding board) to discuss specific challenges.

Continuous Feedback – Fixed and Ad-Hoc

Feedback is at the heart of all development, all of these methods will have feedback sessions built into their execution. Materials and periods of formal check-in will be agreed but need not end after the development plans are closed. A retainer period can be agreed with ad-hoc check-ins either on a fixed, low cadence; or on demand.