Talent Praxis Process: What We Do When We First Come Onboard
Transformative leadership development begins by seeing beyond job titles and uncovering hidden growth potential. When Talent Praxis partners with a company, our first step is to develop a deep understanding of your current organizational structure and future needs. By gathering data, asking the right questions, and building trust from day one, we set the foundation for a program that delivers meaningful and lasting results.
Step 1: Conduct Initial Needs Assessment
The first priority is to gain a comprehensive understanding of your organization’s landscape. We take a diagnostic approach, analyzing key metrics and gathering feedback from key stakeholders to understand leadership gaps and opportunities.
Our Approach to Needs Assessment:
Conduct interviews with senior leadership and team managers to learn about organizational goals and challenges.
Review employee engagement surveys, performance evaluations, and feedback from exit interviews (if available).
Analyze existing leadership practices, company culture, and leadership expectations.
Why It’s Important: Understanding both internal dynamics and external influences enables us to create a program that’s aligned with your strategic goals.
Step 2: Define Success Metrics Together
Without clear success metrics, it’s difficult to measure progress. That’s why we collaborate with leadership to define measurable outcomes that align with your organization’s vision.
What Success Looks Like:
Improved performance metrics, such as higher productivity or project success rates.
Enhanced employee satisfaction and engagement scores.
Behavioral shifts, such as increased collaboration or more effective decision-making.
Customized Success: We ensure that every company we work with has metrics that reflect its unique goals, from boosting retention rates to fostering innovation.
Step 3: Establish Leadership Development Goals
Once we understand your company’s challenges and objectives, we set specific, actionable development goals for individual leaders, teams, and departments.
Goal Setting Includes:
Short-term objectives to address immediate leadership gaps.
Long-term goals that focus on sustainable development and growth.
Personalized development plans for key leaders.
Example: For a company experiencing rapid growth, we may prioritize short-term goals around change management and long-term goals around succession planning.
Step 4: Design Custom Program
Every leadership development program we create is tailored to the specific needs of the business. Whether your organization requires individual coaching, group workshops, or a combination of modalities, we customize the approach to fit your structure and learning culture.
Custom Design Process:
Identify the right combination of coaching, mentoring, and experiential learning.
Develop content that reflects industry challenges, leadership competencies, and organizational priorities.
Create learning modules designed to be engaging, practical, and results-driven.
We focus on designing experiences that leaders can apply in real-world settings.
Step 5: Secure Buy-In and Build Trust Company-Wide
Leadership development is most effective when leaders are fully engaged and committed to the process. That’s why building trust and securing buy-in from participants and senior executives is a critical early step.
How We Build Buy-In:
Facilitate transparent discussions with executives about the program’s goals and benefits.
Conduct onboarding sessions to explain the program’s structure, expectations, and success metrics.
Establish feedback channels to ensure leaders feel heard throughout the program.
Why It Matters: When participants understand the value of the program and have ownership over their development, they’re more likely to be engaged and motivated.
Step 6: Early Engagement and Pilot Programs
To test and refine our approach, we often start with a pilot program involving a select group of leaders. This allows us to gather early feedback, make adjustments, and ensure that the broader program rollout will be successful.
Pilot Program Activities:
Conduct initial coaching sessions and group workshops.
Gather feedback from participants and facilitators.
Adjust content and delivery based on real-time insights.
Responsive Design: This step ensures that the program evolves to meet your organization’s changing needs, reducing risks and maximizing impact.
Step 7: Ongoing Collaboration and Iterative Improvement
Our work doesn’t stop after the program launch. We stay actively involved, monitoring progress, gathering data, and making adjustments as needed to ensure sustained success.
Ongoing Activities:
Regular check-ins to evaluate progress toward defined success metrics.
Collecting feedback from participants, coaches, and managers.
Refining program components based on emerging challenges or new goals.
Continuous Improvement: By fine-tuning what works and addressing areas for improvement, we help your organization maintain long-term growth and adaptability.
Step 8: Deliver Tangible Results
The ultimate goal is to deliver measurable, meaningful results that benefit both individual leaders and the organization as a whole. For example, in a program designed for a mid-sized company, we focus on helping leaders take a more intentional approach to leadership and long-term planning. Rather than just tracking their participation, we measure how each leader creates a customized leadership plan tailored to their role and responsibilities. We also monitor company-wide reporting to confirm that these leaders enter more thoughtful, forward-looking goals into the company’s tracking systems. To evaluate the program’s success, we identify key performance indicators tied to stronger team performance and greater alignment between leadership actions and business priorities.
Whether your organization wants to improve employee retention, boost productivity, or enhance cross-team collaboration, we ensure every outcome is tracked, assessed, and aligned with your overarching business goals.
Our Onboarding Processes Plant the Seeds
Sustained leadership growth isn’t built on quick wins, it’s rooted in intentionality, adaptability, and a deep understanding of what makes an organization thrive. Our onboarding process does more than launch a program—it plants the seeds for leaders to evolve, inspire, and create meaningful change for years to come.
Let’s create something impactful together.
