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Developing a Succession Plan or Leadership Pipeline? Executing an Existing, or Implementing a New, Strategic Plan? Promoting an Executive Without Needed Leadership Skills? Bringing in a New Executive? Concerned about an Executive Not Performing Well? Managing Matrixed or Remote Teams? Considering an Acquisition or Merger? Expertise in Assessing and Coaching Scientists and Engineers. Who Benefits from Assessment and Coaching. A Total Coaching Resource. 2006 Fitzgerald, Stevens and Ford, Inc.

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Developing a Succession Plan or Leadership Pipeline? Executing an Existing, or Implementing a New, Strategic Plan? Promoting an Executive Without Needed Leadership Skills? Bringing in a New Executive? Concerned about an Executive Not Performing Well? Managing Matrixed or Remote Teams? Considering an Acquisition or Merger? Expertise in Assessing and Coaching Scientists and Engineers. Who Benefits from Assessment and Coaching. A Total Coaching Resource. 2006 Fitzgerald, Stevens and Ford, Inc.

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2 about fs&f

3 services

4 case studies

5 fs&f

6 are you

7 check out

8 strategic talent development

9 career derailer

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Developing a Succession Plan or Leadership Pipeline? Executing an Existing, or Implementing a New, Strategic Plan? Promoting an Executive Without Needed Leadership Skills? Bringing in a New Executive? Concerned about an Executive Not Performing Well? Managing Matrixed or Remote Teams? Considering an Acquisition or Merger? Expertise in Assessing and Coaching Scientists and Engineers. Who Benefits from Assessment and Coaching. A Total Coaching Resource. 2006 Fitzgerald, Stevens and Ford, Inc.

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http://www.fsandf.com/checkout/whobenefits.html

Who Benefits from Assessment and Coaching? How should you decide who will benefit from assessment and/or coaching? Here are eight considerations:. What is the business imperative for the interest in assessment and or coaching? Did the individual initiate the discussion or was it initiated because of career or performance discussions? Has the individual shown progress in previous jobs and career, based on feedback from performance reviews and career discussions? Is the individual able to be influenced?

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FS&F

http://www.fsandf.com/announcements/innovativecoachingprogramdeliverytrackingsystem.html

OI Partners' Innovative Coaching Program Delivery/Tracking System. OI is developing the most sophisticated on-line system for the coach, coachee, manager, and human resources department to support the execution, tracking, and delivery of assessment and coaching. The interactions and reports are permission driven. For organizations automating talent management, it provides the first industry tool to track all coaching assignments and assess ROI of coaching. 2006 Fitzgerald, Stevens and Ford, Inc.

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FS&F

http://www.fsandf.com/areyou/notperformingwell.html

Executive is Not Performing Well in His/Her Current Role? Often executives do not have a clear understanding of what is expected of them. Others don't have the required skills. Still others don't really understand their own behavioral style and how they need to adapt in a certain role. All these issues can be dealt with to improve performance. 2006 Fitzgerald, Stevens and Ford, Inc.

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FS&F

http://www.fsandf.com/checkout/flowchart.html

Strategic Talent Development Process. This chart illustrates the key steps in linking Leadership Development to the organization's Strategic Goals to insure that the right people are in the correct position with the required skills. The Gap Leadership Skills Development Needs Idintify Bottlenecks. Identify Individual Development Needs. Track Process and Progress. Process for tracking progress for each employee in the leadership pool. 2006 Fitzgerald, Stevens and Ford, Inc.

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FS&F

http://www.fsandf.com/areyou/developingleadershippipeline.html

Developing a Succession Plan or Leadership Pipeline? Organizational growth, and the retirement or loss of key executives, requires a consistent, growing pool of leadership talent. To avoid the expense, disruption, and learning curve required by bringing executives in from the outside, organizations need a full leadership pipeline. Succession Planning insures that the organization's risk is effectively managed. Targeted Leadership Development and Coaching. 2006 Fitzgerald, Stevens and Ford, Inc.

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