Content SamplesOrganizational Development

What are the skill sets that will determine a cross-functional leap in performance.

What skills will enhance the Avanade culture?

What feedback tools can ensure continuous feedback?

What talents do you bring to the team?

What teams have talent potential – gaps.

What teams can spotlight talent sharing?

Who are the talent matter experts?

Building the matrix. Distribute the findings.

Talent levels that build from focused skill sets.

New skill set acquisition established for measurable performance.

Defined by the skills level and the talent modes.

Leveraging of talents within teams and cross-collaboration within departments.

Mentoring not just for those who have gaps to fill.

Performance goals tied to business outcomes – teams building on one another.

Feedback provided in various formats.

Gauged performance feedback that is specific and succinct.

Tracking of performance that is real-time for managers and the field.

Providing a 360 feedback structure to ensure all participants are engaged in the process and allowed opportunities for improved feedback.

Success mapped to key business initiatives, team goals, and personal performance.

What new areas and skills development is the field noting that are being misdiagnosed.

Strength Finders – who are these key people?

Open Forum for feedback posting – being agile with the training content.