Our services to corporations are designed to drive improvement, whether focused at the individual level or across an enterprise. Although our approach is always customized we typically employ data gathering and problem-solving methodologies to effect change or deal with the aftermath of change. We first listen to fully understand and define the business or people problem. We clarify the problem by continuing to ask questions several layers deep. Tools are used to collect data wherever possible from inside and outside the organization; sometimes the tools are as simple as a structured interview. We go beyond the obvious and provide an outside perspective on problem solving, recognizing that often solutions are right before us. Simple is usually better!
Organization Assessment
Drilling deeper into the health and culture of your business can uncover strengths and opportunities and set a course for improved performance. Our model creates a baseline through surveys, interviews, and focus groups. In a business organization, health is often considered synonymous with profitability or productivity. Those measures are important, but what are the drivers, predictors, and antecedents of these measures? Business psychologists have long ago transitioned from talking about employee satisfaction to measuring employee engagement. But how do you define engagement? Are employees smiling when they come to work or when they leave? We can help with that!
Selection and Individual Assessment
Building a great team begins with hiring and promoting the right people. The ability to make a great hire starts with knowing how to attract and recruit future employees who have the technical capacity and cultural fit for your business. The recruitment market has changed dramatically and your future employees are different than those hired five years ago. And selection and promotion practices, such as structured interviews, psychological testing, and job shadow programs, have also evolved and improved. Adding the Art of recruitment to the Science of individual assessment will benefit your company by attracting employees with that perfect combination of ability and fit. These same tools are critical to develop and promote existing employees – investing in and retaining existing employees is always a win!
Compliance and General Human Resources
Compliance is often viewed as a primary responsibility of Human Resources and yes, the compliance world gets more complicated every day. Hughes Leadership Advisors is not a law firm, but we do have a solid understanding on how to manage compliance issues. Our knowledge and network of all things HR related, whether compensation, benefits, talent management, separation, etc., can help you move beyond the “parade of horribles” compliance challenges and help you better engage your employees for improved productivity.
Thinking Partner/Executive Coach
Moving forward or getting “unstuck” sometimes requires outside assistance – someone to partner with, think with, or to provide an objective view of a perplexing problem. Coaching is not counseling nor is it being a substitute leader. It’s founded in active listening and probing, challenging our clients to question past assumptions and move beyond their current state. Our approach is to use the Science (get the facts) and then add some Art; at HLA, we’re likely a bit more directive than most executive coaches as we recognize that’s often a key factor in becoming unstuck as sometimes a sounding board just isn’t enough.