6 years, 4 months ago Posted in: Focus 0


With each passing day, the workforce ages. This is unremarkable except for the fact that most U.S. organizations have not been hiring aggressively. The result? Average employee age is increasing rather than decreasing in number. In the federal government, for instance, more than half of the workforce is now retirement-eligible. In the next three to five years, 40-65% of the workforce in most US private and public organizations will be retirement-eligible — extrapolating from current trends. Rather than panic, smart organizations are anticipating future need and planning today for the demographic realities of the workforce. This scenario is unfolding in an environment where many organizations are moving at today’s breathtaking speed of business, where talented employees are already stretched to their limits and beyond. All the more reason why Talent Management executives and managers should seize the moment to adopt a thoughtful and methodical approach to develop tomorrow’s talent pool today!

Make Learning Actionable

We believe the optimal environment for leadership growth is the leader’s environment, the best agenda for their growth is the business’ strategic plan, and the best time is now. Enter Actionable.

We start by assessing individual, team, and organizational strengths. Then we prepare plans for hard and soft skill development based on this assessment and the needs of the business. Executive coaches and internal mentors provide guidance and support to leaders as they apply new leadership skills to the demands of strategic initiatives. The Actionable Conversations Platform allows leaders to practice skills on the job by leading group conversations, and leaders are provided with data to support targeted coaching conversations. Leaders are applying learning on the job, and the behavior change is visible to both leaders and executives.

Frequently, managers integrate Actionable Learning programs with Peer Coaching and Strategic Leadership Development programs. Whether standalone or integrated, the focus on making learning actionable supports strategic behavior change throughout the organization.

Executive Coaching

Annual spending on executive coaching in the United States is estimated at $1 billion. Companies need understanding and guidance to fully benefit from investments in coaching. At its best, coaching can provide critical help both to individuals and to organizations. Coaching is a triangular relationship between the client — the executive / HR partner who brings in the coach, the “coachee,” and the coach. Its purpose is to produce behavioral change and growth in the coachee for the economic benefit of the client. SLR maximizes the likelihood of good results by qualifying all three.

SLR’s talented team of Executive Coaches have served individual and corporate clients in the fields of pharmaceuticals, financial services, banking, manufacturing, government, education, insurance, transportation, retail, and entertainment for over 25 years.

Mentoring Programs

Leaders have always turned to trusted colleagues for counsel, advice, and independent viewpoints. Our “Mentoring in the Moment” program emphasizes developmental networking; a proven best practice in fostering a culture for mentoring. A developmental networking approach uses a broader set of relationships than one mentor to provide mentoring, coaching, and other developmental facilitation to assist in retention, development, and career advancement and broadening activities.

The combined cost of Phase 1 and 2 of the project came in on budget and represents less then .05% of the revenues of the function overall and less than 1% of revenue growth during the period of the program.

Leave a Reply

Copyright © 2018 Strategic Leadership Resources LLC. All rights reserved.
Powered by Webcentrex LLC