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People Strategies

A great people strategy powers your business strategy. AO helps companies align their business and people strategies so their business + their people can thrive.

STRATEGIC CONVERSATIONS

Conscious Development Culture empowers your Business + your People

We take a development-centric approach to people strategies because building the muscle of continuous learning and developing relevant skills + capabilities must be a key focus of today’s people strategies.

We help companies orient their people strategies to better integrate conscious people development into their culture and everyday practices.  This systems approach often requires a rethinking and a shift in the design of an organization’s culture, structure, processes, and practices.  Our goal is to help companies create a more conscious development culture and integrated approach to development that is relevant to the business, practical, sustainable and engages all employees. 

AO helps to ensure your business strategy is powered by a people strategy that connects all the pieces of talent selection, development and engagement needed to help your people develop, execute and deliver the capabilities that will ensure your company can successfully compete and grow. 

Our consulting services assist clients in creating or enhancing their organization’s Conscious Development Culture by:

  • Understanding the role of leadership
  • Aligning business and people strategies
  • Identifying Conscious Development Culture Principles
  • Identifying Core People Capabilities
  • Embedding Conscious Development throughout the Employee Lifecycle

INTEGRATED PEOPLE DEVELOPMENT

We are People Development Integrators

The key to making your companies’ investments in learning and development payoff is creating the everyday conditions for employees to continuously learn new skills and grow their capabilities.

The Conscious Development Employee Life Cycle™ provides a holistic, development centric roadmap to reinforce and support learning and growth opportunities in the everyday routines and workflow and at every stage of an employee’s experience in your organization. We use our Conscious Development Employee Life Cycle model to help clients validate current approaches and identify new ways their company can leverage the employee lifecycle to support better integrated employee learning and development in their organization. The results—our clients maximize their employee’s learning and development experience and performance success.

Conscious Development Employee Life Cycle Model
EXPLORE OUR INNOVATIVE CONSCIOUS DEVELOPMENT EMPLOYEE LIFE CYCLE™

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Offboarding

Embrace the opportunity to grow your brand and reputation as a company that truly invests in helping employees grow their capabilities – even and especially during an employee off boarding experience. When viewed through the development lens, this is a valuable opportunity for employers to learn and improve organizational and people development practices, build brand ambassadors, and enable departing employees to reflect on gains in skills and capabilities.

Strategy

Facilitate strategic conversations with senior leaders to explore and define ways conscious people development can be integrated into the culture and daily workflow to power your business, your people, and your employer brand. 

Retention

Incorporate learning and development objectives into retention activities to prepare employees for new roles and opportunities. This can be done through engagement and feedback surveys, recognition and rewards programs, promotion, succession planning, and more.

Social Contribution

“Build it so they will want to come, flourish, and stay, knowing that someday they may leave.

Thus, it is imperative to define what you want them to say about their growth experience with your organization and what you want the outside world to say about how you invest in and contribute capable people to society.”

-Ed Offterdinger & Catherine Allen
Conscious, Capable, and Ready to Contribute. (p. 173)

Integrated Capability Development and Performance Management

Integrate learning, growth, and capability development goals and activities into your performance management rather than relying on day-to-day responsibilities alone to create a more engaging, productive, and helpful process.

Onboarding

Adapt onboarding to set new hires up for success in a continuous learning environment through orientation activities that introduce the principles and practices that support everyday learning and development for each employee.

Recruitment

Integrate practices, principles, and tools to better evaluate a candidate’s orientation to continuous learning and development as a factor in their overall fit for a position. This provides:

  • Improved candidate interviewing, assessment and selection practices
  • Better candidate selections with learning and growth mindset
  • An early introduction to your company’s development culture focus

Attraction

Embed messages about commitment to people development to attract your ideal candidates.