CAES CAREER ADVANCEMENT

EMPLOYMENT SERVICES

Developmental Services Package

CAES has developed a body of performance-based knowledge that we utilize – in one form or another – in all of the work

that we do. Our understanding of the relationship between personality and performance is essentially the „foundation‟ to

our success, and is what differentiates us in the marketplace. To assist our clients in their understanding of this critical

relationship, we have organized relevant information into categorized “knowledge modules” which can either be helpful in

providing performance feedback or in a presentation format. All of these modules, whether utilized individually or in

combination, provide supporting information to the services that we provide regarding:

Hiring and Selection Decisions

Management Development

Leadership Development

Managerial, Individual, or Organizational Performance Improvement

Organizational Development and Succession Planning

Manager or Staff Recruitment Whatever the service we offer, our approach to performance always involves answering: 1) What does our client need and want? 2) Where are they now? 3) What do we need to do to help them reduce the gap between the two? 4) How can we monitor the progress of gap reduction initiatives to ensure accountability to results? Based on our answers to these questions, we can then decide on the most effective delivery of services in response to

our client‟s specific requirements. We can adapt and combine the knowledge modules that will be most appropriate in

providing the most effective solutions:

as a direct service to organizations, departments, teams or individuals,

in a consultative capacity,

as an internal, company-specific, training and development program, or

as an open training and development workshop.

CAES has always been most successful when we adapt our approach and services to meet specific client needs. This

modular approach gives us the flexibility to go beyond the limited offerings of the „typical‟ service provider and allows us

to provide real solutions that fit with our client‟s respective issues. This quality „fit‟ ensures that the solutions will be

sustained over time. The topic-specific modules can be used as an introductory „stand alone‟ educational session. Or they can be

accumulated in any number of combinations to satisfy individual or small group training and development programs.

This latter approach is the best way to provide our clients with an end result that will actually address the issue that they

wish to resolve. By including the use of specialized assessment instruments within each module, we effectively

individualize each program for the participants. In doing so, the participants go beyond simply receiving topic knowledge

to having a practical understanding of how to personally utilize the program feedback in their specific work environment

or situation. Our knowledge base is grouped into six main categories, within which we have developed and organized appropriate

modules: Core Performance,

Supplementary Performance,

Management,

Leadership,

Innovation Management, and

Functional Programs. Within the Core Performance Category we have included the key performance-based modules which address the

personality traits that are essential to effective managerial and staff performance. Our primary focus here is toward an

individual‟s; cognitive scope and problem solving capability, their thinking preferences, their concentration preferences,

their specific performance capabilities, how they are motivated, their communication skills and their interpersonal skills. All of these elements interact to form a person‟s overall performance capability. Accurate knowledge of this capability is

critical in making informed performance-related decisions (hiring / promotion etc), in identifying developmental needs,

and in prioritizing developmental initiatives and strategies. From an evaluative standpoint, it is important to go beyond an

understanding of the specifics found within each module, as it is equally important to understand how the performance

characteristics interrelate with one another. By doing so, we will have an in-depth understanding of a person‟s

performance strengths and weaknesses. We can then either focus on more specific performance-related issues or move

on to the „next level‟ of developmental activity.

Sometimes our initial performance evaluations will suggest the need for more in-depth investigation and development in

specific areas. In response, we have developed additional modules in our Supplementary Performance Category to

provide greater focus on additional performance-related topics such as: team membership, decision making techniques,

project management strategies and success orientation. Our Management Category is a direct extension from Core Performance. Here we have developed „next level‟ modules

that focus on effective „people-management‟ approaches. By identifying a person‟s preferred management preferences

and capabilities we can determine their fit with a specific role, the gaps that exist between performance and

requirements, and whatever developmental activities and approaches will be most effective in increasing managerial

performance. As with the Core Performance modules, the real value in this approach is in the individualization of the

feedback which will address each participant‟s specific managerial challenges. Understanding that leadership is different than management, within our Leadership Category, our modules again build

upon the core performance modules. First we focus on evaluating a person‟s current leadership abilities and then we

identify subsequent leadership developmental initiatives. Tailored to individual and organization-specific requirements,

the intent is to ensure that the participant has an appropriate Management – Leadership Balance, the necessary

Leadership Skills and the ability to lead organizational transformations when they are needed. Equally important, our Innovation Category has modules that can be specifically focused on the subject‟s / participant‟s

current capability to encourage innovation, lead innovation and to manage innovative teams. When combined with any

relevant Core Performance, Management and / or Leadership modules, the resultant program will help ensure innovative

approaches that will be most successful in the person‟s specific organizational environment. We have also created a number of Functional Programs wherein we can offer consultation / advisory / training services

related to our experience in: Recruitment, Interviewing, Assessment, Selection, and Developing an Overall Staffing

Strategy. In many instances, these programs can also be integrated with our knowledge foundation in Performance,

Management, Leadership and Innovation. Finally, for those people who are active in Small Medium Enterprise development (SME‟s), we can select any relevant

series of modules to create programs that will assist SME owners / managers to effectively develop and manage their

organizations. Knowing that, while many SME managers possess the technical skills and experience that they require,

the great majority of SME‟s fail because people neglect these all important managerial personality-based performance

related skills.

Some Examples: When performing the external recruitment function, or helping a client to select their own potential candidate, after the

technical requirements are satisfied, we will typically focus on all of the Core Performance modules to provide the client

with the necessary information to make an informed decision. But, depending on the client‟s position requirements, we

may also include information pertaining to team membership, decision making and / or project management

(supplementary). As well, if the position is a managerial role, depending on the specific needs, we will further expand our

investigation to include some of the management-related modules such as: Management Style, Change Management

and Management – Leadership Balance. The selection of modules always depends on the specific positional need. When a client asks us to assist with individual, team or management performance improvement, we will typically begin

with the Core Performance modules – to assess “where they currently are”. Based on the results that the client wants to

see, the Core Performance feedback will tell us why performance is below client requirements, and whether additional

supplementary, team development or management related modules will be appropriate to the evaluation. Once

accomplished, we can then determine the most effective developmental solutions to improve performance. If we are providing a management or leadership development service (individual or small group), the Core

performance modules will again tell us the current functioning level of the subject(s). Then we can advise the client as to;

the degree of performance gap, the likelihood of successful development results within a specific time frame, who has

management potential, and what needs to be done to realize the desired managerial / leadership performance. From this

information we can ascertain which additional managerial development modules are most needed and will be most

effective in gap reduction. From a training and development perspective, we can tailor any program to meet the client‟s desired result. Typically,

the Core Performance modules are included, not only to ensure that a suitable level of performance is present, but also

because understanding their influence is often needed to support any additional developmental modules. One possible

Leadership Development program could include: the Core Performance modules, Change Management, Leader-

Manager Balance, Leadership Skills Development, Transformational Leadership and Innovation Leadership. Or, should

the focus be toward innovation, we could combine the Core Performance modules with; Team Membership, Change

Acceptance, Change Management, Innovation Leadership and Team Innovation.

The modular combinations are always determined by the client‟s desired result.

CAES Developmental Modules

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Success

Orientation

Thinking

Preferences

Innovation

Leadership

Team Member

Assessment

Project

Management

Transformational

Leadership Strategic

Management

Balancing

Management

With Leadership

Leadership Skills

Development

Resilient

Management

Decision Making

Cognitive Scope

Problem Solving

Productivity

Traits

Concentration

Motivation

Communication

Skills

Team

Innovation

Basic

Management

Skills

How to

Recruit

How to

Select

Develop a

Staffing

Program

How to

Assess

SME

Management

Development

How to

Interview

Core Performance

Supplementary Performance

Management Leadership Innovation

Functional Programs

Interpersonal

Skills

Change

Acceptance

Change

Management

Call us to request more detailed information about each module or to discuss any questions that you may have.

CAES 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