Talent Strategy
We create, review or update your frameworks based on the demands in your business area and define the needed level of skills in each function.
1
Your Talent Strategy
Based on your definition of “potential”, we will define your talent management strategy and develop a tailor-made concept.
2
Your Talent Success
A thorough succession planning process is key to sustainable corporate success: we will support you to achieve an ideal selection and to develop your talent pipeline.
3
Your Talent Mission
What skills and competencies will you need in the future and how will you develop these areas in a sustainable fashion? We can make sure that your plan is aligned with your business strategy and that it contains specific action points.
Our experience shows that a company with a carefully considered talent management strategy benefits from sustainable talent development and makes an optimised use of its internal potential. We support you in the development and implementation of your tailored talent management strategy. We collaborate with you to define your performance and potential matrix, your learning and development strategy, as well as your competency and capability models.
Your added value
Foundation
We analyse, revise, and create tools to help you build a strong foundation for your talent strategy implementation.
Integration
We support you in your efforts to become a talent magnet and integrate new people into the organisation.
Growth
We look at how you can develop and retain your talents and create tools for effective and sustainable talent growth.
Competency & Capability Framework
It’s all part of the plan!
Competency Framework
Competency Framework
Capability Framework
Capability Framework
Your added value
Strategic
Having a clear view on company culture & values
People
Focusing on strengths and potential
Business Success
Qualified future leadership pipeline and secured succession management
Talent Attraction Strategy
Our holistic Talent Attraction Strategy aims to strongly position your company on the job market, as well as to implement professional recruiting strategies and processes. Together we build your reputation on the market and work towards becoming a talent magnet.
Talent Attraction
How do you find your ideal candidates? We work with you to define specific recruiting strategies and provide targeted training to your teams.
Process Consulting
What kind of tools can you use in your recruitment efforts? We help you select the right tools and processes to be successful in attracting and selecting the right candidates, as well as to provide an excellent candidate journey. We also support you during the introduction and implementation phases.
Recruitment Training
We ensure that your talent attraction teams and your line managers are fully prepared for the interviews. We tailor our competency-based interview technique “CBI” (STAR methodology) to your needs.
Technology Consultancy
What is important when choosing a suitable recruiting system? Make use of our longstanding experience with digital solutions for the implementation of your talent attraction strategy.
Employer Branding
What is your EVP (Employee Value Proposition)? We develop specific measures so that your business and talent strategy stay aligned with your positioning on the job market and are perceived as genuine.
Your added value
Tailormade
We tailor our competency-based interview technique “CBI” (STAR methodology) to your needs.
Adaptable
Together with you we define optimal processes that fit your organisational culture, and support you in the introduction and implementation phases.
Alignment
We develop specific measures to align your strategy with your positioning on the market to make a genuine impression. We also help you align your recruitment and development processes.
PROUD Leadership Compass
An excellent papilio tool to ensure continued development towards a high‑performing team – highly recommended also for executives and their leadership team.
Purpose
Leaders inspire the team’s actions and decisions by giving them orientation and meaningfulness that everyone can work towards together.
Relationships
Leaders can build sustainable relationships with their employees and stakeholders in many ways, including effective communication, trust building, psychological safety and appreciation.
Outcome
Outcome-oriented leaders support their staff to successfully advance or complete a task or goal. They recognise and celebrate good performance by their team.
Uplift
This refers to the ability of leaders in the organisation to foster a positive and supportive team culture.
Dedication
Giving oneself fully to a task or goal – this is a skill leaders should foster in themselves as well as in their employees.
We at papilio know what makes great teams tick and can support you in assessing the “health“ of your team by gathering feedback on critical competencies related to effective and high performing teams with our Team Compass solution.
The papilio Leadership Academy offers leaders training that provides participants with the knowledge, skills and tools they need to effectively lead themselves, their employees and the organisation.
Your added value
Team building
Encouraging collaboration, teamwork, and a positive and supportive team culture
Empowerment
Giving team members the autonomy, resources, and support they need to take ownership of their work and apply their signature strengths.
Communication
Encouraging and modelling open and honest communication, giving positive feedback, active listening.
Organisational Development
Organisational Design
Building your Target-Operating-Model TOM
In a constantly changing environment, it is essential that your organisation and structure are adapted to your vision, mission and your long-term goals. Based on your strategy, we plan your target organisation with a structured organisational development approach and we then work out the necessary steps for its implementation. We support you throughout the entire process of the organisational development, both during the implementation as well as the project and change management phases.
A holistic approach
We work with a holistic view of your company during organisational development: While constantly ensuring that the alignment to your business and talent strategy are kept, we design the optimal structure, governance and solution portfolio. By integrating your talent strategy, we also ensure the long-term, sustainable development of your organisation.
Reduced complexity
Our structured approach to organisational development ensures that complexity is reduced and efficiency is increased, and that your organisation is able to adapt flexibly to your long-term goals, challenges and business opportunities.
Talent Transformation
Capturing untapped potential
In our dynamic business environment, focusing on new ways of working, new capabilities, and new technologies is the way to success, yet ensuring sustainable transformations is not easy to get right. At papilio we enable you to plan, lead and complete such talent transformations in alignment with your strategy while managing the business risks accordingly.
A structured process
Our proven approach guides you through the entire transformation, from tactical planning, evolutionary design, transformational planning up to revolutionary design-thinking. This approach ensures a rigorous focus on the outcome as well as planning the appropriate change management support & communication!
Change Management
Our DDDAE Model
Changes are an important part of organisational development, but they can also pose a risk to the smooth running of day-to-day activities. We support you in the planning, implementation and review of such processes by applying our DDDAE Model: Diagnose, Design, Deliver, Accelerate & Evaluate. By doing so, we design your strategic communication plan to ensure your transformation efforts will support your organisational development in the long term, with a minimal impact on day-to-day activities. In addition to consulting your management team, we will also support your teams and take on the project management tasks.
Your Added Value
Organizational Performance
Identify where changes may be needed for more effective organisational functioning.
Culture
Cultivate a leadership habitat of sustainable high performance over time.
Individual Potenial
Identify leadership behaviours that are either contributing to or hindering leaders from harnessing their full potential.
Please reach out to Jost Gloor to learn more