The document outlines a management development service aimed at enhancing managerial performance by aligning individuals' skills and traits with organizational culture and team dynamics. It details a structured approach involving assessments and performance coaching to identify and address gaps in management capabilities for leaders in various sectors. The service aims to facilitate growth, improve organizational performance, and develop effective management skills.

1. Career Advancement Employment Services
Management
Development Services
CAES

2. Overview
• Superior managerial performance will be achieved and sustained
over time when the person involved has the required:
Work
Educational Industry
Technical Skills Personality
Background Experience
Characteristics
These traits must fit with their position, management group,
departmental team, and the organizational culture.

3. Our Approach
Based on our combined practical experience in work personality assessment,
management development, organizational improvement, and effective specialized
recruitment, we have developed this service to help you to identify and
understand any gaps that exist between your desired managerial results and your
current management performance capabilities.

4. The Services
You will be interested in these services if you are:
• A leader in a private or public sector organization, with responsibility for
managing and improving your workplace
• A governmental, or semi-governmental, leader who is responsible for
providing management development
• An educational leader who is interested in distinguishing your institution
from your competitors
• Interested in expanding your own personal management skill set to
further build your career.

5. What YOU Get From Management Development Services
High Performance Managers help you:
• Facilitate organizational growth and profitability
• Improve individual, departmental, and organizational
performance
• Provide effective services and products cost effectively
• Attract and retain talented people
• Facilitate innovative thinking and entrepreneurial attitudes
• Differentiate your organization from your
competitor

6. Delivery Phases
In order to ensure service effectiveness, we adapt our service
components and our delivery approach to meet
the specific requirements of each organizational or individual client.
Delivery Phases:
1) Initial Assessment Administration Phase
2) Assessment Evaluation Phase
3) Performance Plan Phase
4) Plan Review Phase
5) Performance Coaching Phase

7. Core Performance Assessment
Primary Assessments focus on the following interrelated personality characteristics:
Interpersonal
Skills
Thinking Productivity
Preferences Traits
Primary
Assessment
Cognitive
Capability Motivation
Concentration Communication
Skills Skills

8. Supplementary Performance Assessments: Based on the results of our primary
assessments, we may embark on a second round of assessments to further explore
select subject matter. Topic areas could include:
Stress Performance Decision
Learning Styles
Response Errors Making
Intuitive Success
Project Change
Decision Orientation
Management Acceptance
making and Persistence

9. Specialized Performance Assessments:
Management, Leadership and Innovation
Leadership-
Basic Team
Management Entrepreneurship
Management Development
Balance
Change Leadership Skills Resilient
Team Innovation
Management Development Management
Transformational Innovation Strategic
Leadership Leadership Management

10. Assessment Evaluation Phase
• Some of the subject areas that we assess cannot be accurately
evaluated via a written assessment – they have to be conducted
through a personal interview.
• We believe that appropriate personal subject interviewing
supported by valid and appropriate assessments can provide the
most accurate information for evaluation

11. Performance Plan Phase
Developmental Action Initiatives (Performance Solutions):
• In this phase we provide assessment feedback and education to the subject
(and the client when different).
• The results are compared to the program objectives, performance gaps are
identified, and consensus (agreement) is obtained as per the prioritized
issues to be addressed.
• The key developmental initiatives (solutions) are identified and relevant
information and advice pertaining to each is provided.

12. Examples of some Developmental Action Solutions
(Performance Solutions)
Reduce Appropriately Focus Reduce Assess Team
Reduce Stress
Performance Errors Concentration Micromanagement Members
Develop Your Reduce Impact of Transform Your
Listen Effectively Prioritize Effectively
People Fear Organization
Develop an
Manage Low Develop Better
Innovative Increase influence Mentor Effectively
Motivation Relationships
Environment
Communicate More Expand Learning Determine
Manage Change
Effectively Preferences Leadership Fit

13. Plan Review Phase
In accordance to the timeline schedule of the development plan,
a follow up meeting is scheduled. Within this success review, any
inhibiting issues and difficulties are identified.

14. Performance Coaching Phase
• Following completion of the service, individual consultation
sessions can be scheduled to encourage ongoing accountability,
and to allow for process adjustments.
• This will help ensure effective and sustainable results.
• The duration and scheduling of follow-up coaching sessions shall
be determined as needed.

15. Career Advancement Employment Services
Burlington, Ontario Canada
1 (905) 681-8240
www.careeradvancement.on.ca
info@careeradvancement.on.ca
Jim Gilchrist B.E.S
President