NewPower Coaching and Consulting firm focuses on supporting organizations in developing and implementing comprehensive talent management strategies to achieve optimal organizational health. They utilize proven tools like behavioral assessments, 360 reviews, engagement surveys, and focus groups to analyze an organization and identify areas for improvement. NewPower then works with leaders to create targeted development plans aligned with company goals to increase employee engagement, performance, and retention, thereby improving business outcomes like costs, customer relationships, and growth.
Since 1988 Aberdeen\'s Research Benchmarks provide an in-depth and comprehensive look into process, procedure, methodologies and technologies with best practice identification and actionable recommendations. Recently published in March 2010, this report is a decision guide for organizational performance, analyzing talent assessment strategies.
Since 1988 Aberdeen\'s Research Benchmarks provide an in-depth and comprehensive look into process, procedure, methodologies and technologies with best practice identification and actionable recommendations. Recently published in March 2010, this report is a decision guide for organizational performance, analyzing talent assessment strategies.
In a 2012 survey conducted by Arberdeen Research on nearly 300 companies, a staggering 70% of HR and business respondents felt that the top most important skill for the HR leader of the future was to connect HR initiatives with business priorities. Other skills such as "understanding the organization's industry and customers" were the next frequently cited ones.
In other words, the business needs HR to understand how value is created.
As organizations struggle to make sure that they stay ahead of the competition, can HR also play a strategic role beyond "just hiring someone" to provide direction, data and insight to help organizations develop?
Read about how the top performers or "Best-in-Class" organizations are trying to build value in their HR and follow the mantra that "getting talent right is getting business right"!
Skillscape helps organizations enhance the value of their human resource capital. Skillscape specializes in a spectrum of HR services ranging from need assessment for enhancing productivity and efficiency, to conceptualizing and developing various HR interventions.
Maximize your 360 with competency based micro-learning. ThinkWise hosted webinar highlights difference between 360 and performance management. 360s drive useful insights into personal development where performance management is always looking in the rearview mirror.
In a 2012 survey conducted by Arberdeen Research on nearly 300 companies, a staggering 70% of HR and business respondents felt that the top most important skill for the HR leader of the future was to connect HR initiatives with business priorities. Other skills such as "understanding the organization's industry and customers" were the next frequently cited ones.
In other words, the business needs HR to understand how value is created.
As organizations struggle to make sure that they stay ahead of the competition, can HR also play a strategic role beyond "just hiring someone" to provide direction, data and insight to help organizations develop?
Read about how the top performers or "Best-in-Class" organizations are trying to build value in their HR and follow the mantra that "getting talent right is getting business right"!
Skillscape helps organizations enhance the value of their human resource capital. Skillscape specializes in a spectrum of HR services ranging from need assessment for enhancing productivity and efficiency, to conceptualizing and developing various HR interventions.
Maximize your 360 with competency based micro-learning. ThinkWise hosted webinar highlights difference between 360 and performance management. 360s drive useful insights into personal development where performance management is always looking in the rearview mirror.
A company is only as good as its workforce. A company does not generate ideas, does not give service, and by itself is neither efficient nor productive. People make all of those things happen. In that sense, employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. At Sage, we call that the Return On Employee Investment or ROEI.
These are not easy times for HR managers. Like other executives, they must do more with less. A viable approach to the consequences of an economic downturn is tighter “strategic alignment” of HR processes to the company’s overall competitive strategy. One way that HR managers might adapt to doing more with less is to develop initiatives that designate HR as a strategic partner to revenue-generating business units and to the executive team.
IWAM: Ignite Performance By Unlocking Your Leadership & Organizational Motiva...Denise Corcoran
What if you could ...
* Easily predict the performance of your leaders, employees and organization?
* Gain access to the underlying motivators that drive your employees and yourself to do their best work?
* Eliminate costly hiring mistakes and determine in advance to what extent a candidate will perform well on the job or which candidate would be the best fit?
Learn how IWAM -- a unique assessment uncovering your underlying motivation patterns -- has helped many companies ignite a new level of performance.
IWAM (Inventory of Work Attitudes and Motivations) is the only online assessment that uncovers motivation and attitude patterns that drive employee and organizational behaviors, performance and results.
Using the IWAM assessment has helped other companies: 1.) increase revenues as much as 33% in 6 months; 2.) hire a high performing sales team; 3.) reduce turnover by 62%; 4.) increase the leadership team’s communication and effectiveness; and more.
Other popular applications include: synergistic team development, conflict resolution, leadership coaching, employee engagement and motivation, culture analysis and change, and many more.
Based on the latest cognitive science findings, IWAM is the highest predictor of human performance and a key predictor of Emotional Intelligence than any other available assessment. Also includes a Model of Excellence capability to profile the key patterns of top performers.
2. NEWPOWER COACHING AND CONSULTING FIRM
CONTENTS
About NewPower Coaching and Consulting firm Program Rationale ................................. 3
Analysis.................................................................................................................................3
NewPower Tools of Choice .............. ..................................................................... ............. 6
Power Tools...........................................................................................................................5
The Coaching Element..........................................................................................................5
Components of Enagement..................................................................................................5
Partnership, Mission and Vision............................................................................................6
Page 2
3. NEWPOWER COACHING AND CONSULTING FIRM
PROGRAM RATIONALE NewPower Coaching and Consulting firm is
focused on supporting you with your Talent
SUPPORTING YOUR ORGANIZATIONAL TREND Management Strategy development and
TOWARDS OPTIMAL ORGANIZATIONAL HEALTH implementation. NewPower’s focus is aimed at
service delivery and health care focused
organizations. Our new economic reality demands
EMPLOYEE a comprehensive approach when managing
SATISFACTION & employee focused programs such as; engagement,
ENGAGEMENT satisfaction, reruitment and retention. An aligned
and strategic Talent Management
Program becomes both a powerfully
impactful tool and a competitive
EMPLOYEE advantage. Indicators such operational
CANDIDATE
ROLE & IMPACT SELECTION costs and efficiencies, customer
ANALYSIS relationships, team effectiveness, internal
and external brand health and sustainable
future growth are impacted when
THE COACHING inefficiencies exists in your people
ELEMENT development processes. Proper analysis of the who,
why, when, how and so-what may gain your
organization a considerable competitive advantage
and considerable cost savings.
ANALYSIS
NEWPOWERS (TMM) TALENT MANAGEMENT MATRIX will provide the analysis you require to make the
right decisions, create the right development plans to ensure your operation continues to develop your
employees, deliver quality service to your customers and finally, serves your bottomline.
Thomas DISC™ Behavioral Assessment
Thomas 360™ assessment
Employee Engagement and Satisfaction survey
Focus groups
The above list are some of the industry best practices as it relates to maximizing your knowledge and the
relationship between your organization and your employees. The wealth of data obtained from the
assessements, surveys and discussion with focus groups lend to create a clear action-map for your leaders.
4. NEWPOWER COACHING AND CONSULTING FIRM
POWER TOOLS OF CHOICE
MODALITY DESCRIPTION RATIONAL
Accurately and objectively identifies an
Thomas DISC™ Assessment An on-line proven behavioral analysis tool
employee’s work style
Improve employee evaluation with 360
360 review Self, supervisor and peer review review from management, peers and
customers.
An engaged employee enjoys their job and
an on-line survey assessing employee contributes beyond the call of duty,
engagement in your organization. Areas promotes the brand, carries out their
Engagement Survey
such as; belief, personal value, enjoyment responsibilities to the best of their ability.
and fit are assessed. Monitoring and managing engagement is
cost containment tool.
Indepth discussion to understand the overt
Ojective 3rd interviewing allows for
Focus Groups and underlying culture within an
employee freedom to express concerns.
organization
Incorating the company strategic The Coaching Element utilizes the data
imperative and data obtained from 5 from all 5 souces to ensure alignment,
The Coaching Element
sources into actionable developmental accountability and clarity for employees
plans. and their leaders
NewPowers (TMM) Talent The above list are industry best information from the DISC analysis,
practices as it relates maximizing 360 feed back, focus groups,
Management Matrix will your knowledge and the relationship engagement surveys, manager and
provide the analysis you require to
between your organization and your potential customer interviews a high
make the right decisions, create the
employees. The wealth of data impact developmental plan that
right development plans to ensure
obtained from the DISC, 360, aligns training and professional
your operation continues to develop
engagement survey and discussion development with the company
your employees, deliver quality
with focus groups lend to create a strategic imperative foster significant
service to your customers and finally,
clear action-map for your people benefits to the individual and the
serve your bottomline.
leaders. organization alike.
Thomas DISC™
Behavioral Assessment THE COACHING ELEMENT
Thomas 360™
assessment Created to support leaders to deliver
Employee Engagement professional development based on
and Satisfaction survey data derrived from a large circle of
Focus groups information. By combining
5. NEWPOWER COACHING AND CONSULTING FIRM
COMPONENTS OF EMPLOYEE ENGAGEMENT
VALUE
Enjoyment EMPLOYEE Role Fit
ENGAGEMENT
Belief Several studies reveal levels of
employee engagement relate directly to
your companys’ success.
Many studies have revealed an the right engagement strategies.
engaged employee drives business These strategies will align with Improved employee “role
better, provides a higher quality of both, your employee motivators and fit”
customer service, is connected to your company strategic imperative. Enhanced leadership skills
the company and it’s purpose and Improved team dynamics
enjoys performing their role. Each PROVEN EXPECTED Improved customer
measured through productivity, BENEFITS engagement
customer satisfaction surveys, Increased employee
operational costs and employee Partnership with NewPower engagement levels
retention. Raising engagement can Coaching and Consulting Firm Improved retention rates
be daunting and many while you embark on the Reduced related
organizations pull as many levers as development of a comprehensive operational costs
possible. Through the and strategic Talent Management
understanding gained in the Program program will provide your Our new and evolving economy
analysis and focus groups, organization with significant gains. has forced the necessity of
NewPower Coaching and Few are listed below. Each has change. Indicators such as
Consulting firm will support significant benefits which can be your profitability trends,
your leaders in the development of discussed further. customer relationships, brand
6. NEWPOWER COACHING AND CONSULTING FIRM
PARTNERSHIP MISSION STATEMENT Bring valuable private
sectore tools to the public
The NewPower method is a To support companies and their sector.
customized formula of service leaders to obtain Optimal
delivery with a focus on your Organizational Health through Create a NewPower
very clearly defined end goal. development and implementation Scholarship to provide
Partnership with NewPower of a comprehensive Talent university/college/trade or
Coaching and Consulting will Management Strategy.
give you the support you need art school funds for high-risk
to diagnose your organizational KEY VALUES children.
challenges and devise the right
treatment plan to move your To foster the highest level of
organization towards Optimal
organizational health
Organizational Health.
possible.
Respect our environment by
maintaining an e-culture
VISION whenever possible.
To support organizations and Providing leaders unmatched
individual professionals in their support through
movement towards achieving performance.
“Optimal Organizational Health.”
Maintain culture of
innovation and continuous
learning.
HOW TO CONTACT
Rhonda Kerlew
President & CEO
rkerlew@newpowerfirm.
com
Office 905 428-2558
Cell 647 291-7212
Website: www.newpowerfirm.com