Bowcliffe Partners

1. Analysis - Where are we now and what do we want to achieve?

Initial exploratory meeting – The first step involves understanding where you think you are now and where you want to be? What is your corporate vision? What are your values? How do you measure and reward success? What are your measures of success and what is critical to your business now?

Executive review – Our Partners and Consultants will meet with the relevant members of the team to clarify their performance the cultural business dynamics and the opportunities to aid their performance in order to achieve your vision.

2. Design - Attraction, Retention, Development  & Succession.

2. Design

Create the appropriate tailored solution – Having understood your business and its requirements we will recommend a suite of tools to aid you in your quest for performance improvement. Be it in retaining key employees, attracting new talent, developing existing employees or recognising talent & building defined career paths.

Agree the project deliverables/measurement and in what timescale.

2.1 Retension

Team Audit - Personal effectiveness and cultural dynamics – improving business relationships improves business performance. Attrition – Where and why do you lose people you do not wish to lose?

2.2 Attraction

The Bowcliffe Network – With an existing network of over 10,000 Managers and Directors in the UK, Bowcliffe Partners are uniquely placed as the business partner of choice for our many Clients and Associates.

Executive Search – A targeted approach to attract specific individuals from specific organisations. Utilising our ambassadorial approach to “Head-hunting” we enhance the profile and reputation of our clients through professionalism, integrity and business acumen.

Advertised Selection – Whether in National, Regional, Specialist or Online publications Bowcliffe Partners benefits from one of the most recognisable and high profile brands in the industry. With high volumes of client activity we generate significant savings through our media buying and pass this benefit to our clients.

Interview techniques  – An interview is a two way process – Questioning techniques

Assessment centres – What are you trying to assess?

Behavioural and competency based interviewing -

2.3 Succession

Talent Management – What does talent look like and how do we manage it?

Career Development/ Management – 60% contribution 40% stretch personal and professional development

Role and competency development – Do you have to be promoted to grow your skills, responsibility and role?

2.4 Development

Skills/Performance improvement –

3. Delivery – Individual Coaching, Objective Setting, Appraisal mechanisms

Having assessed your requirements and tailored the approach now is the time to deliver the objective based performance improvement criteria. This will take place over a pre-agreed period of time depending on the size, scope and importance of the project. We will put in place measures that clearly demonstrate how an individual or team of individuals has improved personally and professionally for the benefit of the business. This may involve enhancing and or changing the appraisal mechanism.

4. Evaluation – How has performance improved and where can it continue to improve

Partnerships are long-term relationships with results being seen over the long-term. Quick-win gains are often the earliest successes of an improvement process but the real value is driven out by having the courage and the stamina to see the process through.

At Bowcliffe Partners we constantly analyse our own performance and the results of work done with our clients. Small directional changes can make a huge impact if they are made early enough and both Bowcliffe Partners and our clients need to take the time to evaluate what has been done and constantly analyse the actions being taken in reference to the strategic Goals.