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Career Management
With top talent being scarce, successful companies have seen the need not only to attract the best candidates
but also to retain and develop them.
Each organization will benefit from a rigorous process to clarify required core capabilities, to identify early the progress potential of
managers and professionals and then to provide the career steps that build skills and self-confidence.
BMS has implemented an easy to administer process in several organisations that identifies top leadership talent, as well as those
well grounded functional managers, that are crucial in growing your business. As a very beneficial side effect most organizations are
able to take a tougher stance on poor performance and on counter-productive "entitlement" behaviour.
For the development of executives there is no "one-size-fits-all" approach. In this connection our experience in
Executive Coaching
adds direct and practical value to the development process
The information which you provide will be kept strictly confidential and BMS International will contractually agree not to contact the
individual executives other than with your guidance or instruction.
Executive Coaching
BMS offers one- on-one or top team coaching.
Coaching is particularly useful for executives who need to grow rapidly in certain management areas or who need an objective set of
eyes to help them see the reality of a situation, the options and potential solutions. A coach can operate as a sounding board, confidant
or mentor as needed.
One-on-one coaching can be provided face-to-face, by phone and via email. However, to be effective, coaching must start with an
interpersonal relationship building process. Sessions normally take place once a month, but can be intensified based on need and
typically end after 6 to 9 months. Each session lasts 1 to 1.5 hours. Top team coaching requires the presence of all players and will only
be delivered in a face-to-face meeting format.
BMS often uses Meyers Briggs Type Indicator(MBTI) as a valuable backbone in the coaching process to identify and gain acceptance
for priorities, plan actions and follow-up on results.
Coaching Process
Pre-Coaching Coach Selection for mutual trust
| Step 1 Clarification of Business Context and of Executive's Needs |
face-to-face |
| Step 2 Assessment and identification of options |
face-to-face |
| Step 3 Evaluation and Planning of solutions |
face-to-face and/or distance |
| Step 4 Implementation |
distance |
| Step 5 Test and confirmation |
face-to-face |
Some steps might require more than one session. |
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