02 · Organizational Effectiveness & Culture
Performance Management & Talent Advisory
Design performance and talent systems that connect individual contribution to strategy.
The business challenge
Performance conversations are inconsistent, reviews don’t differentiate, and the organization isn’t confident it has the next generation of leaders ready.
- Reviews that feel like paperwork
- Managers rating and developing people inconsistently
- No clear competencies or expectations
- A thin leadership bench and unclear succession readiness
Who the engagement serves
HR leaders, executive teams and owners building or scaling their people systems.
Questions we help answer
- What capabilities does our strategy require from people at each level?
- How should performance be set, discussed and reviewed?
- Who is ready for larger roles, and what development do they need?
- How do we prepare managers to run the system well?
Our approach
- 01
Define
Build competency frameworks connected to strategy.
- 02
Design
Design the performance management cycle, review system and manager tools.
- 03
Calibrate
Prepare and calibrate managers so the system is applied consistently.
- 04
Develop
Plan leadership pipelines, development and succession readiness.
Engagement scope and duration are tailored to your situation.
Potential deliverables
- Competency framework
- Performance management cycle and review templates
- Manager guides and calibration sessions
- Leadership pipeline and succession-readiness review
- Development planning tools
Deliverables are what we produce with you. Outcomes depend on how they are put to work, which is why we agree on how progress will be reviewed from the start.
Scope: Our talent advisory focuses on competencies, performance management, leadership pipelines, development and succession readiness. We do not act as an outsourced HR department.
Implementation support
We support the first cycle — preparing managers, answering questions and refining tools based on early feedback.
How progress is reviewed
We review adoption and quality — completion, calibration consistency, development plans in place — against agreed baselines.
Relevant consultants
Dr. Kelvin Thomas, EdD, MBA, PCC
Executive Management, Organizational Consulting & Leadership Advisory
Darcy Roberts
Leadership Development, Team Facilitation & Change
Brenda Vallieu
Leadership Development, Learning Strategy & Facilitation
Consultants are listed for relevant background. This does not make anyone a practice lead or mean each person delivers every part of an engagement; Dr. Kelvin Thomas assembles the team around each engagement.
How we handle the limits of consulting, coaching and assessments, and the information you share: Consulting, Coaching & Assessment Notice · Confidentiality & Information Handling
Related services
Also connected to: Leadership & Executive Advisory
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Close the gap between what customers are promised and what they experience.
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Let’s discuss what needs to move forward.
Tell us about the challenge behind your interest in performance management & talent advisory. We’ll explore where support could be useful and whether POSITION is the right fit.