Competency development
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"….the real difference between success and failure …..can be….traced to the question of how well the organization brings out the great energies and talents of its people."
— Thomas J. Watson, Jr.
President of IBM and recognised as one of “100 most influential people of the 20’th century”
On the basis of substantive research published by Strategic HR Review, one can argue that good Talent Management is of strategic importance and can differentiate an organization when it becomes a core competence – and when its talent significantly improves strategy execution and operational excellence.
Prof H. Ngambi from Unisa’s College of Economic and Management Sciences clearly positions gap analyses and capacity building as critical components in the talent management process. 
Our solutions include……..
– Identify the critical competency requirements
– Assess people to determine the gaps
– Objective scientific assessments
– 360-degree feedback assessments
– Implement development interventions like;
  • Training programmes
  • Development workshops
  • Practical assignments
  • Mentoring
  • Coaching
People develop competence through the principles of Adult Experiential Learning which consists of;
  • Understanding new concepts
  • Experimenting with new ideas and tools
  • Experiencing the practical application
  • Reflecting on the outcomes
As facilitators of practical interventions in the work place we ensure that participants benefit from all four steps to grow and close those competency gaps that are required in their unique roles.
An additional advantage of our interventions is that the Line Managers get guidance and support for their roles as mentors and coaches.