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TEAM DEVELOPMENT
Presented by You Exec

Create robust team culture, nurture employee capabilities, and instill

confidence into an empowered organization.
 Quality Competency

Driver
Master

Apprentice

Satisfactory
Exceptional

Needs Work
Industry Fluency
Research

Product Thinking

Discovery

Validation

Innovation
Design

Workflow Design

Visual Acumen

Proficiency

Storytelling
Skills Development Scorecard

Collaboration
Communication

Designing in Open

Manage Priorities

Feedback

Self-Awareness
Ownership

Business Acumen

Leadership
 9-Box Grid

Potential Gem High Potential Star

High

3 (15%) 3 (15%) 1 (5%)

POTENTIAL

Inconsistent Player Core Player High Performance

Average

3 (15%) 2 (10%) 1 (5%)

Risk Average Performer Solid Performer

Poor

2 (10%) 3 (15%) 2 (10%)

Poor Average High

PERFORMANCE
 9-Box Grid

Potential Gem High Potential Star

High

3 (15%) 3 (15%) 1 (5%)

7 7

6 6
POTENTIAL

Inconsistent Player Core Player High Performance

5
Average

3 (15%) 2 (10%) 1 (5%) 4 4

Risk Average Performer Solid Performer 2 2

Poor

2 (10%) 3 (15%) 2 (10%)

1 1

0
Poor Average High
Grouped by Total Score

PERFORMANCE
Skill Importance vs. Current Maturity Critical + very important
Advanced + expert maturity

91% 32% Data Analytics Digital Literacy 12% 69%

88% 60% Cybersecurity Digital Engineering 31% 68%

85% 23% Data Science Artificial Intelligence 9% 68%

Robotic Process
78% 75% Engineering
Automation
28% 45%
 Evolution in Skill Categories Change in Hours Worked
% of time % difference

Skills Gap Analysis 2002-2016 2016-2030

26
33 31

▲3  11
Physical and Manual Skills
15
18
Basic Cognitive Skills 20 ▲1  14
22
Higher Cognitive Skills 22 ▲9 ▲9
21

Social and Emotional Skills 21

▲ 13 ▲ 26
18
17
Technological Skills
16 ▲ 27 ▲ 60
9 11

2002 2016 2030

 Critical Knowledge Retention Path

No Will the knowledge be needed in No

Is the work continuing? 1
future?

Yes
Yes
Short term 2
Yes
Is there a successor? 3 How long?

Long term 4
No

Is the knowledge fully Yes Does anyone else have the Yes
3
documented? knowledge? 1
Self Help Documentation, optional

No
No 2
Self Help Documentation,
Yes
required, support provided
No 4
Is it critical
Is it critical knowledge? 4 No
knowledge? 2 Self Help Documented handover
3
period
Yes
Knowledge elicitation process and
Yes 4
3 4 interview
Does anyone else have the
No
knowledge? 5 Knowledge elicitation, high
5
priority
 Organizational DEIB
(Diversity, Equity, Inclusion, and Belonging)

108
Total director level
employees

31
Director level

46
employees are
BIPOC

Director level
employees are
women
80
Over the years, our trends show retention and hiring of women and minorities continue
steadily with the overall make up of the practice

60
Total

40

Women

20

Minorities

Y1 Y2 Y3 Y4 Y5 Y6 Y7 Y8 Y9 Y10 Y11 Y12 Y13 Y14 Y15

Board of Directors

54% Minorities

Women, minorities, Increase in % of women

75% veterans, people with

disabilities
35% director and above since
20XX

46% Women
Diversity & Inclusion Social Change Matrix

Awareness & Skills Access to Resources & Power

INDIVIDUAL
• Educate on equity issues faced by underrepresented groups • Promotion, pay equity & advancement programs for all groups
• Skills: self-advocacy, advocacy, inclusive behaviors • Mentor, sponsor programs
• Community events • Departmental unit resource allocation

INFORMAL FORMAL

Policies & Environment

Social Norms & Practices

SYSTEMIC
• Policies centered around accessibility & distribution of
• Women & POC promoted to C-suite levels
resources
• Inclusive meeting behavior
• Re-design workplaces
• Re-design performance and reward systems
• Support for laws that remove systemic barrier
 Diversity and Inclusion Strategy Timeline
YEAR 1

• CEO and direct reports • Link to Business outcomes

Engage • Strategic framing session (2-4 hours) • Creates Common Language
senior leaders • Education (8 hours) • Establish leadership accountability
YEAR 2

Establish executive level • Conduct organizational assessment

• Enterprise-wide strategic plan
inclusion • Monthly meetings/rotating terms
• Drive strategy throughout the enterprise
council • Submit proposed strategy to CEO
YEAR 3

• Training and education • Partner with HR, marketing, communications,

Develop and implement • Employee network groups corporate social responsibility and other
enterprise wide programs • Hi-potential identification internal groups
YEAR 4

• Chartered by executive inclusion council

Establish operational • Drive strategy throughout organization • Involvement at all Levels
inclusion council • Monthly meetings
 Management/ Leadership
Training 32% 2%
Diversity & Inclusion
Training

Communications/ Public
4% Speaking

Skills Development
Employer-Subsidized Degree
Initiatives 7%

Teamwork/ Interpersonal Skills

8% Training

Professional
Certification 30%
17% Technical Skills Training
 Corporate Mentoring Program Agenda

9/8 9/15 10/6 10/27 11/17 12/8

Training Mentor Stories, Networking Networking

Session Time ~ 6-8pm

Mentor Stories Core Pod Progress, Next Steps

Wrap Up, Lessons

Goal Setting Flex Pod
Learned

Mentor Mentee

One-to-one Full Group Core Pods Flex Pods

Corporate Mentorship Outcomes

Participation correlates to Reduction in turnover saved company XYZ

49% reduction in employee turnover $2.9K per program participant per year

No-Mentoring Avg. no mentoring

monthly turnover: 1.00X
Mentoring
$5.7K
Difference of
$2.9K
Avg. mentoring monthly
turnover 0.51X

$2.8K

Cost of Turnover without Cost of Turnover

Jul Aug Sep Oct Nov Mentoring with Mentoring
 Learning & Development Budget

10% 3%
Team development 3% Business acumen
HR & legal

1%
Other
18% 18%
Technical
Leadership
skills

BUDGET
ALLOCATION
9% 10%
Soft skills Compliance and
regulatory

3%
10% Ethics
Product / service
knowledge 6%
8% Sales
Individual
competencies
 Training Program ROI

Positive Influence of Learning on Business Indicators Benefit COSTS

Increased production performance $0 Personnel

Technology
Rapid newcomers onboarding (they dive into the work faster) $2,250,000

Content
Better personnel assessment $2,160,000

Successful sales and negotiations $156,000

BENEFITS
Better done slides and financial models $15,600
No travel and lodging costs
Correct project management (goals, deadlines, budgets) $4,680
Lower instructor costs

Higher level of business communications (emails, calls, meetings) $720,000

Decreased work time spending

Increased employees’ loyalty and retention $150,000

Flexibility

Total Benefit $5,456,280

Personalized learning

Annual Product Subscription Price $100,000

ROI 5,356%
 Coaching Development Plan
With Employee and Manager Responsibilities

Manager Name: Alex Hayes Employee Name: Marley Matthews Development Areas: Sales & Marketing

EMPLOYEE RESPONSIBILITIES MANAGER RESPONSIBILITIES

Development Employee Manager

Success Measures Milestones Target Dates
Areas Activities Activities

• Lift sales by 6%
• Closing • Shadow top • Sit in on closing • Sit in on one call per • Once a week for
(Specifically salespeople on visits calls, providing week first month until
handling objections) to prospects immediate feedback goals
 Delivery Options
Talent Development Plan
Time Classroom E-Learning Blended Off-the-Shelf Curriculum

Business Communication 12 Days 12 Days 12 Days 12 Days 12 Days

Business Presentation Skills 12 Days 12 Days 12 Days 12 Days 12 Days

Add text Here 12 Days 12 Days 12 Days 12 Days 12 Days

Dealing with Customer 12 Days 12 Days 12 Days 12 Days 12 Days

Customer Service Delivering Customer Focused Services 12 Days 12 Days 12 Days 12 Days 12 Days

Add Text Here 12 Days 12 Days 12 Days 12 Days 12 Days

Employee Review Training 12 Days 12 Days 12 Days 12 Days 12 Days

HR Training Add text Here 12 Days 12 Days 12 Days 12 Days 12 Days

Add text Here 12 Days 12 Days 12 Days 12 Days 12 Days

Market Research 12 Days 12 Days 12 Days 12 Days 12 Days

Sales Add text Here 12 Days 12 Days 12 Days 12 Days 12 Days

Add text Here 12 Days 12 Days 12 Days 12 Days 12 Days

 Employee Coaching Intake

Team Member: Kate Johnson Date: Jan 20, 20XX Title/Position: Data Analyst Supervisor: John Stewart

COACHING TOPIC / AREA

Communicating with the team:

Ned has struggles with communication and keeping the team updated on his tasks. This has resulted in lack of visibility and workflow issues

DESIRED OUTCOME (List desired behaviors, knowledge, skills, etc.)

Develop Friendly relationships with co-workers.

Be more present and connected.
More visibility on what Ned is working on.

ACTION PLAN (What actions can be taken to achieve these goals)

Use the group Slack channel regularly to stay connected.

Create a collaborative status update document or task board.
Training in office communication norms and practices.
Team Coaching Model
TASK

CLARIFYING COMMISSIONING
• Primary Purposes
Ensuring a clear commission
• Goals and objectives
for the team and contracting on
• Team charter
what it must deliver. Selection.
• Roles
CORE LEARNING

OUTSIDE
INSIDE

Co-ordinating
Consolidation
Reflecting
Learning
Integrating
CO-CREATING CONNECTING
Interpersonal and team dynamics And engaging all the critical
team culture stakeholders

PROCESS
 Leadership Development Pipeline = Points of Greatest OE/OD Impact

Enterprise Leader

Executive Education & Development PASSAGE 6

Group Leader

PASSAGE 5

Business Leader

Emerging Leader & Hi-Po PASSAGE 4

Functional Manager

PASSAGE 3

Manager of Manager

Targeted Management Development PASSAGE 2

Manage Others

PASSAGE 1

Manage Self
Open Enrollment Programs
Employee Progression And
Development Plan 6 yr. – 10 yr.

1 yr. – 2 yr.
PARTNER
1.5 yr. – 3 yr.
DIRECTOR
1.5 yr. – 2 yr.
SR MANAGER
9 mo. – 1 yr. • Client management
MANAGER • Strategy development
SENIOR • Managing large, • Corporate governance
complex clients, and
STAFF • Client acquisition
projects
• Client management
• Coordinating multiple
STAFF • Coordinating multiple
projects
• On-site project projects
management • Product
• Project responsibility
responsibilities
• On-site project • Training assistants • Client acquisition
• Complex tasks • Drawing up reports
• On site project work and expert opinions
• Early leadership
• Early responsibilities
Leadership Pipeline

IMPACT
70%
10%
20% On-the-job experience/
Feedback & coaching development in role
Formal training

• Stretch & rotational • Coaching • Serve as coach/mentor

assignments • Mentoring • Special projects & task forces
• Cross-functional team • Networking • Training events
assignments • 360 degree feedback • Industry conferences
• Job shadowing • Relationships • Books, periodicals & media
 Team Experiences Calendar

MON TUE WED THU FRI

Team Building
29 30 31 1 2
Workshops

Training & 3 4 5 6 7
Development

Cultural 10 11 12 13 14
Development

Team Recreational 17 18 19 20 21
Activities

Brainstorming 24 25 26 27 28
Sessions
 Engagement Benchmark Statistically significant difference (+) Statistically significant difference (-)

Overall 20XX Overall 20XX

Total Favorable Score 9,020 10,539

Career development 64 4 3

Diversity & inclusion 76 3 2

Empowered culture 68 5

Communication 78 7 9

Image / brand 85 2 5

Leadership 62 9

Organization change & innovation 66 9 26

Performance management 63 5 5

Retention / intent to stay 57 -2 -4

eNPS (Employee Net Promoter Score)
“How likely is it you would recommend our company to a friend or colleague?”

Detractors Passives Promoters

0 1 2 3 4 5 6 7 8 9 10

Number of Respondents

7 3 0 0 5 1 0 17 20 15 32

Detractors = 17% Result

Passives = 23%
Promoters = 60% NPS = 83
 eNPS (Employee Net Promoter Score)

Jan

Feb

Mar

Apr

May

Top
2nd
30% In the bottom 45% of 749 nearby
companies in San Francisco

In the top 30% of 1,260 similar sized 2nd place vs. our top five competitors in
companies in our industry Bottom the industry
45%
 Financial Incentives

Indirect Compensation Direct Compensation

Base pay Merit pay

Wages Remuneration

Protection program Pay for time not Services & perquisites Incentive pay Deferred pay
• Dental insurance worked • Entertaining services • Extra pays • Investment plan
• Death insurance • Paid leave • Transportation • Commission • Stock purchase
• Emergency-support • Recreational holidays • Financial planning • Piece rate
• Pension
• Pension funds • Medical leave • Incentives for vacations • Profit division
• Social programs • Stock dividends
• Shift discrepancy
 Bonus and Incentives

Threshold Target Extraordinary

Company Current Market Proposed

Profitability of
KPI 1,000 1,050 1,200
Achievement

Fixed Pay 1,000 1,050 1,200 Incentive

560 560 450
Payout

Bonus 560 560 450 A B C D

Bonus
150% 100% 50% 0%
Index
Long-term Incentives 240 240 200

A = Significantly exceed expectations

B = Meet expectations
Total Compensation 1,800 1,850 1,850
C = Partially meet expectations
D = Below expectations
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