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Talent Development

Organizations grow when their people grow

CCI’s talent development practice partners with clients to build talent – creating the capacity, resilience, and competencies needed to achieve business goals and gain competitive advantage. Our aligned and targeted approach to talent development will help you:

  • Develop leaders and key contributors
  • Build and strengthen teams
  • Improve organizational effectiveness

Effective development is a key component of a comprehensive talent strategy that enables companies to attract, retain, and engage their high-performing and high-potential talent.

Developing Leaders and Key Contributors

Our executive coaches provide business-focused development for executives, high-potential and high-performing employees, as well as individuals new to their roles. Senior leaders, mid-level leaders, and key contributors get highly personalized support and guidance as their coach helps them to build capacity and develop the agility to amplify their success and to inspire others. Clients also call on us for situational and performance coaching as needs arise in the dynamic and ever changing circumstances of business today.

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executive coaching

Building and Strengthening Teams

Recognizing that people engaged in a common purpose will outperform others, organizations partner with CCI to harness the untapped power of teams. Whether we are working with a senior leadership team or a cross-functional project team, we have the experience and expertise to enhance their effectiveness. Through an interactive program customized for your organization, we help team members learn and internalize the key to team success: a direct line of sight between their individual behavior, team goals, departmental goals and company goal.

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increasing team effectiveness

Improving Organizational Effectiveness

CCI’s experience demonstrates that the overall performance of an organization improves most when talent strategy is aligned with business strategy and employees believe in the value of their job, their team and their company. When we partner with you to align your talent and business strategies, your organization will be better able to respond to growth opportunities and plan for succession. When we help you more effectively engage your employees, you will not only retain more of them, you will see more of them exert discretionary effort to help the company succeed.

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Recent Articles from the Thought Leadership Blog

The Power of Multi-rater Assessments (360’s) in Professional Development

Multi-rater assessments (aka “360’s” because they survey in a 360 degree scan around a participant) provide powerful advantage as organizations seek to amplify the development experience for their leaders and other key individuals. ...

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Winning Strategies to Retain Top Talent

There is no greater issue facing organizations today and in the coming years than retention of top talent.  Although critical to organizational success, few are taking the steps necessary to ensure they are developing and retaining ...

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The Power of Storytelling in Leadership

Fresh out of college and attending orientation for my first job, the closing session was led by one of the company’s experienced life insurance agents. He sat simply on a stool in the front of the room, no handouts or PowerPoints, ...

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Leading a Multi-Generational Workplace

For the first time in history, four generations are working side by side. Although different values, experiences, styles, and activities may sometimes create misunderstandings and frustrations, organizations that choose to develop ...

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Is Employee Development Really Important?

Ask that question to 100 enlightened business leaders and nearly all of them will respond with a resounding “yes, of course it is”.  The supporting evidence is immense – American businesses spent $170 Billion in 2013 on Leadership ...

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Three Horizons

Over a hundred years ago, Thomas Edison warned that “vision without execution is hallucination.”  It was true then and it’s true now.  Implementing strategy and driving change is hard and that’s why it often fails.  Rather ...

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Critical Conversations for New Leaders

Leaders who are new to a leadership role, new to the company, or recently promoted to a role of greater scope or complexity face significant challenges.   Research shows that roughly 50% of newly hired executives quit or are fired ...

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Twitter for a Job Search – Part 3

The first two parts of this three-part series on using Twitter in a Job Search provided guidance on how to set up a Twitter profile, and shared tips on who you should “Follow” on Twitter and how to increase your “Followers”.  ...

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Twitter for a Job Search – Part 2

In Part 1 of this 3-part series on using Twitter in a Job Search, we focused on how to set up a Twitter profile.  Now that your profile is up and running, this second installment provides advice on who you should “Follow” ...

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Twitter for a Job Search – Part 1

Membership in Twitter is growing exponentially and with this popularity comes more uses of this social media tool in job search. Individuals in Career Transition are using Twitter to find jobs.  ...

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