ASPIRE by 3P

Culture - Preserve the Core & Stimulate Progress

3 V's - Cultural Design

Are You a Leader Managed by the Culture?

Edgar Schein - Iceberg Model on Culture

Culture Design

3V's - Leadership Influence

3V's - Roadmap

3V's - Briefly Explained

3V's - Guiding Light

3V's - Alignment

3 V's

The Power of 95

Four Key Enablers

In 2009 BIS published Engaging for Success (more commonly known as the MacLeod Report), a study by David MacLeod and Nita Clarke of over organisations across the UK demonstrating high employee engagement and high performance. They concluded that the common factors in all these organisations were the Four Enablers of engagement:   Strategic Narrative –your business story, the purpose of your orgnaisation; where you’ve been, where you are now and where you are going. This then generates what...

Individual Expectations

Three Types of Employee

Global engagement levels have dropped to 15% - which leaves a massive 85% not engaged. Do you know what the figure is for your own organisation?   3 kinds of employee contribute towards these figures - do you recognise these groups in your organisation?    - Engaged - those who are actively engaged, who work with passion and feel connected to your business - this is often the camp where you'll find your HiPo's (high potential talent).   - On the fence – these employees are neither engaged no...

Retention & Engagement: P=p-i

Do YOU know the Level of Engagement within your company?

According to a recent release of the 2017 Gallup Report on the Global Workplace, global engagement levels have dropped to 15%. This was reported to stand at around 30% in 2016 so this is showing a significant drop.   With just 15% engaged, or just over one-eighth of the working population, that leaves a massive 85% not engaged. That 85% is made up of both ‘not engaged’ and ‘actively disengaged’ people, and covers a large proportion of your people to target with a view to improve retention ...

Beware of the Hecklers

Of the 3 type of employee in your business (engaged, on the fence and actively disengaged or hecklers) the heckler is the most dangerous. Actively disengaged in the business, you’ll know who they are and will recognise those people in your own organisation. They’re the ones who will constantly complain or seek to put down new initiatives. Hecklers will try to bring down the ‘main act’ – your organistion. Bear in mind this is never for the good of the organisation but for their own personal g...

10 Points of Agile Learning

What do we mean by Agile Learning? Often used in a project management context, agile learning and learning agility is becoming heard more and more often in conversations around learning and development, particularly when looking at the high potential talent in our organisation.

Focus on Individual Needs

Agile learning opportunities might not be for everybody. It is worth recognising that not everyone in your organisation will have that driven desire for improvement and development. Some of your employees will be happy to come to work, get their work done, take pride in doing a good job and that’s enough for them – and those people are also really valuable to an organisation. But this is where it is worth recognising that ‘sheep-dip’ training, which can be expensive, is not an effective or e...

Learning Agility

If a culture of agile learning is what you want to develop for your organisation, what are you looking for from your high potential talent which will allow them to maximise the learning opportunities offered?   This is where the phrase ‘learning agility’ comes in. If agile learning is about the organisation, then learning agility is about the individual. This is a trait that you need to be looking for in your high potentials during your acquisition and succession planning phases.   Renow...

UK Productivity Gap

We know that lack of investment in CPD (Continuous Professional Development) of people and talent creates a knowledge, skills and behaviours gap which can impact productivity and business performance. It is globally recognised that there is a productivity gap in the UK; the UK Office of National Statistics state that the UK is 20 percentage points behind the average G7 country on productivity levels.   Naturally the more you can improve and develop your people, it will help to grow your bu...

Why Agile Learning ?

Why would a company want to have agile learning? What’s the purpose? In today’s fast moving pace of business and where developments in technology and processes never stand still – can we afford to wait for the next formal training course? Those knowledge, skills and behavioural gaps are there ALL THE TIME, for many different reasons.   When it comes to the more traditional training courses, the knowledge, skills and processes learnt can quickly become out of date. If we wait to bridge tho...

What is Agile Learning?

Agile learning can help you to drive your people, talent and business growth, and should form a cornerstone element of any improvement & development plan for your talent. This article offers insight into how you can develop a culture and environment of agile learning in your organisation so that your talent, or High Potentials, have the opportunities to satisfy their need for learning agility.   What is meant by Agile Learning?    It’s a term that is often heard in the context of project...

Six Key Steps to Succession Planning

Business Growth Needs High Potentials

Succession Planning Resources

Succession Planning - Six Key Steps

Safeguarding Business Continuity

Talent Management  The power to make confident people choices at all stages of organisational design and business growth.  Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity.  

Personal Development Plan

Career Navigation

Cost of a Good Hire

Mitigating The Risk of Losing a High Potential

Succession Planning in Detail

Build your talent ready pool Once you have your talent in your organisation you need to make sure you have a strategic succession plan to make sure that you're talent fit at any point, enabling you to anticipate rather than react to, changes in your business.   People leave organisations – for many reasons - and you need to be ready to fill those critical and key roles that could damage your business continuity if that person was to leave, by creating a talent ready pool. Be proactive in ...

HR 1 in 5

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

Horns & Halo Effect

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

Talent Risk Map

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

Eligibility & Suitability

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

The Cost of A Bad Hire

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

Elements for Good Talent Acquisition

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

What Type of Candidate are You Looking For?

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Improvement - Improvement and development of your people is the cornerstone proces...

Acquisition in Detail

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals. Access to talent is a top priority for any growing organisation. Whether you're a small independent company or a huge corporate, it's getting the right talent, getting them in the right positions and the right fit...

Harrison Assessments

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Harrison Assessments award winning solutions exceed the results of other talent management methods and personality tests by aligning people’s qualifications and passions with organisation-specific jobs.

Retention & Engagement

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Retention and engagement  The emotional, intellectual and social commitment to your company’s culture, values and beliefs….  Talent retention is your reward for getting the rest right! Business is about adding massive value to your client, and obviously you want that client to come and buy something. Your people drive your business. Your people will bring your strategie...

Improvement

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Improvement - Improvement and development of your people is the cornerstone process of bridging the skills and behavioural gaps needed to drive people, talent and business growth in your organisation. Bridging the knowledge, skills and behavioural gaps This includes training and development of knowledge, skills andbehaviours; sometimes, it is knowledge and skills that s...

Vision & Values

Talent Management The power to make confident people choices at all stages of organisational design and business growth. To get people's emotional commitment they need to feel that they are aligned to or understand an organisations Vision and Values.

Improvement

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Improvement - Improvement and development of your people is the cornerstone process of bridging the skills and behavioural gaps needed to drive people, talent and business growth in your organisation. Bridging the knowledge, skills and behavioural gaps This includes training and development of knowledge, skills andbehaviours; sometimes, it is knowledge and skills that s...

Succession Planning

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Succession Planning - Helps you to Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity. Build your talent ready pool Once you have your talent in your organisation you need to make sure you have a strategic succession plan to make sure that you're talent fit at any point, enabling you to anticipate rather than rea...

Talent Analytics

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Analysing not only people's Talent but their potential to ensure a good fit within a role and the organisation. To have the behaviours to fit within the organisations environment and culture. To be able to align people's behaviours that meet company values.

Retention & Engagement

Talent Management The power to make confident people choices at all stages of organisational design and business growth. Retention and engagement  The emotional, intellectual and social commitment to your company’s culture, values and beliefs….  Talent retention is your reward for getting the rest right! Business is about adding massive value to your client, and obviously you want that client to come and buy something. Your people drive your business. Your people will bring your strategie...