1. Coffee Republic
2. King George V School, Hong Kong
3. ASE (www.ase-solutions.co.uk)
4. Nvision
5. Inspiring Development Ltd

Job Profiling for Future Role of Bar and Deli General Manager
As part of the Coffee Republic strategy for the future, Real Impact was asked to undertake detailed role profiling to identify the ‘critical success factors’ for top performance as a Bar and Deli General Manager. The rigorous, open and professional partnership between the HR department and Real Impact resulted in a highly successful launch of the competency framework to the managerial population in June 2005.

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Senior Team Development
Information was gathered on team functioning to identify the ‘highs,’ ‘differing perspectives’ and the ‘lows.’ Psychometric profiling provided each person with the opportunity to look at their ‘work preferences’ and the implications of their personal style in a shared and supportive climate to enhance awareness. Discussion of how to leverage each team member’s unique approach, along with developing a team vision and clarifying individual roles and expectations took place. The outcome has been increased cohesion and team performance.

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Leadership Development Programme
The programme was designed to meet the future development needs of the managerial population and to form part of a culture change programme within the business. Internal and independent external evaluation enabled the impact of the programme on Organisational Performance to be measured. Outcomes included; increased capability in managers providing feedback and dealing with performance issues, increased communication and effectiveness of meetings, adapting leadership style to suit different people, improved morale, satisfaction and performance of team members, reduced turnover, greater understanding of customer needs, enhanced ability to deal with conflict, and to facilitate & implement change.

Return on investment: Given that it costs a minimum of 150% of someone’s annual salary to replace them, the savings are enormous. Hidden costs of loss of company information and intellectual property also need to be factored in.

Better managers/leaders

Happier & productive staff

Reduced turnover

The programme has been evaluated and accredited by the ‘Institute of Bankers,’ Dublin.

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Talent Identification Development Centres
A major part of the succession planning strategy involved assessing high potential Directors for promotion. After undergoing an internal process of nomination, candidates were invited to participate on the Development Centre programme. Successful candidates were then assigned a mentor, and put on to a structured career plan.

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Senior Team Development involved personality profiling, discussion and feedback to enhance the self awareness of each team member. Individual differences are now celebrated and leveraged more effectively for the benefit of individual and team performance.

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