We deliver solutions that specifically cater to enhance talent management and leadership initiatives. In particular, below are the sessions we conduct in order to help the senior management to build their sourcing, engagement, onboarding and management strategies as a holistic talent package:
Executive Coaching: framed as 1:1 customised and personalised leadership capability and performance trainings
Mentoring: supporting employees for high performance & personal effectiveness, within teams and cross-departmental teams
Career Transition & Coaching: for employees across departments, especially where it is company policy to manage rotation and varying work
Talent Management and On-Demand Training: development and implementation of competency frameworks that provide competency models and skills assessment and training models for longer term use
Talent Acquisition: creation of job descriptions, review & assessment of mid and senior level candidates for niche roles
Personalised curriculum and content design for resource mobilisation: design & execution in the absence of HR dedicated resources, or with HR team
Employee Engagement: evaluation and analysis, and implementation of optimising processes and business functions.
Setup of freelance sales team for fintech
Situation: A financial technology company had a need to triple the size of the team to reach high acquisition targets set by two investors. The cost of acquisition was to be minimal, but 5 teams in different territories were supposed to be setup for immediate execution.
Approach and Project Outcome:
Creation of JD and Assessment for Sales Associates and Key Account Managers: We worked directly with the CEO and Head of Sales from another market to create the written and physical assessment for the expected team.
Assessment: Setup hiring process to assess the candidates abilities to perform in teams, report writing and execution on the ground. With real-time testing and performance-based interviews, we shortlisted 400 applications to 40 candidates.
Operational Setup: Used the 40 finalised candidates to set up route mapping and territory management rules with Head of Sales, and coached Head of Sales on digital management of targets and tracking via Open Data Kit forms.
Coaching and Hiring: Finalised only top performers from the assessment on the final execution team, and coached on a performance management system, created a playbook, and trained Head of Sales on continuous target practices.
Setup of commission model: Setup the commission and payments model for Senior Management for newly hired team for daily achievements, target-based achievements, and team bonuses.
Reports: Shared final HR strategy document and Sales Commission Model to the senior management for onwards use.
Headhunting for Sales & Business Development Lead and Customer Success Associate - Dual role Launch Team
Situation: A CPAAS firm wanted to use its current Tannzania team profile model to recruit for their new launch team in Kenya. They wanted us to use their existing sourced pool to complete the talent sourcing piece and apply our Skills Dimensions Rubric to complement their technical skills assessment. We worked directly with the Tanzanian HR Director and CEO for co-crafting the written assessment and physical group in-person session.
Approach and Project Outcome:
Assessment of current JD and Assessment to align with first 30 days of work
Created a combined interview process to assess both lead roles to be assessed at the same time and for a joint hire and project.
Completed full hiring process within 6 weeks
Advised and created first 30 days Performance Development Plan for KPI, Soft Targets and Line Management delivery for cross-country reporting.
Headhunting for Executive Assistant, HR Manager, Marketing Manager as New Team Roles.
Situation: A new-ly acquired aviation firm was looking to revamp its team model with old and new staff training. They wanted our approach of assessment to hire for 3 key roles which they had identified from the acquiring company, in order to partner the work on new launch of product line with a CEO that was new to Tanzania.
Approach and Project Outcome:
Assessment of current JD and Assessment to align with first 30 days of work, with a review of which roles need and need not be fulfilled.
Created a combined interview process to assess both lead roles to be assessed at the same time and for a joint hire and project.
Completed full hiring process within 3 weeks
Advised and created first 30 days Performance Development Plan for KPI, Soft Targets and Line Management delivery for cross-country reporting.
Operations and Sales Manager head-hunting for new e-commerce business
Situation: An e-commerce business (based out of India) had a need to hire for two specific new roles in order to focus on new customer acquisition and takeover of existing and retained customers hired previously by a temporary sales agent.
Approach and Project Outcome:
Creation of JD and Assessment for Role: We worked directly with the C-Suite to create the JD and assessment for the two roles.
Assessment: Setup research and hiring process for common hiring and compensation packages for the role, and setup initial process for talent sourcing.
Operational Setup: Involved management on final group assessment and culture fit, to finalise from 70 candidates, of which only 8 passed to physical assessment and 4 were shortlisted.
Coaching and Hiring: Final candidate was matched and onboarded on a customised 2 week plan that was co-created from the India-based team.
Training on Customer Care and Services Coaching
Situation: A hotel in Tanzania had just implemented a new model with CM.com on customer care and services management, however, the staff wasn't able to use it to its full capacity. We were tasked to evaluate a new hire from another team and transition them into the new roles and manage the digital transformation within the customer care team.
Approach and Project Outcome:
Assessment of existing online and offline customer care and rulebook: conducted a thorough and anonymous review of the customer care processes and review of every query handled during the past 12 months.
Created training guide for CM.Com: created a training book and reason codes booklet for handling queries.
Conducted "Train the Trainer" workshop for new hire in order to train staff.
Reviewed the ToT training and assessment knowledge levels of new staff to assess methodology of training.
Executive Coaching - Founders Agreement and Responsibility Matrix Training
Situation: A healthtech firm (grant-based) was having trouble to streamline its founders agreement for two part-time founders, and one-full time executive founder. They approached us for niche 3-day workshops to identify how to streamline top-down management and communication plan for the team.
Approach and Project Outcome:
Assessment of existing online and offline practices focused on their topics of founders agreement, approach to capital and cash flow, and strengths/weaknesses based on psychometric assessments of founders.
Conducted direct one-to-one coaching sessions as a group to mediate the conversation and dialogue for final creation of the founders agreement, process of accountability, and the capital and equity conversation.
Training on Customer Care and Services Coaching
Situation: A healthtech firm (platform marketplace) just grew its team from 0 to 5 in the last 6 months as an upgrade from a national grant they won. The grant required for them to conduct capacity building workshops for the founding team (two part-time and not in country; one full-time). The niche workshop required was to conduct a "Ways of Working" training that was to allow the teams to work in harmony together because the founding team didn't have time and expertise to operationalise this.
Approach and Project Outcome:
Assessment of existing staff and talent from a pre-diagnostic survey. Focused on personal profiling. This allows us to easily tweak our two day workshop to ensure all participant needs are accounted for.
Created training guide and workshop material with a flipped clasroom model.
Conducted "Train the Trainer" workshop for founders.
Performed four in-depth sessions on:
Company Culture and Values - Creating your Shared Values
From OKRs to NCTs - The ideals of goal-setting and a top-down accountability framework
Routines, Rituals and Rhythms - creating your company strategic plan
Accountability and RACI Matrix