TriLogy Services

Leadership Coaching is the art of communicating, both with ourselves and others, verbally and non-verbally, the challenges we face in our leadership capabilities and work on developing through the personal adequate way.

The key to business success is creating relationships and communicating effectively – something that is often overlooked and is identified as being at the heart of many problems.

The benefits of Leadership Coaching are:

· Increased self-confidence

· Manage staff more effectively

· Thinking becomes strategic rather than reactive

· Negative habits are transformed

· Learning to self-assess and self-adjust

· Increased and effective communication

· Reduced stress and anger

· Increased ability to problem solve and think creatively

Setting an approach for successor’s development within your organization will conclude defining the positions which are earmarked for great impact into your business, and will help you take the decision of developing from hiring internal pool of talent or external labour market supply.

Assessing the calibers already holding jobs to evaluate the readiness of each one based on the level of agility and ability and accordingly, develop into another vertical or horizontal role

Our expertise lies in the technical and behavioral training and development of Human Resources, Commercial and Operational departments. Our development models help our clients to develop and empower their employees with the required knowledge, skills and attitude that will help them to achieve the maximum potential.

Most of our training and development programs and tailor made to suit the individual needs of organizations and work groups.

Aiming
 to
 recruit
 human
 force
 who
 are
 capable
 of
 achieving
 the
 highest
 performance 
targets,
enable 
the 
cecomany to reach the required
 performance 
standards 
and 
follow
 the 
industry
best 
practices.


The 
need 
was 
raised 
to 
establish
 a
partnership 
with 
a
resourcing
 arm
 who
 are
 capable
 to
 support
 the
 leaders
 on
 the
 job
 to
 achieve
 the
 required
 recruitment
 activity
 through
 a
 concrete
 resourcing
 model
 that
 ensure s
howing 
the
 required
performance
 standards.


Identifying a pool of a High Potential Employees from which companies can pull able and ready employees for eventual leadership positions.

HPEs criteria: genuine desire to progress in their career, understand the big picture for the company and the skills to advance

Our steps towards the identification of the HPEs pool are:

Selection of the Top Performers for Potential Leadership Skills

•Evaluating the calibers already holding jobs and excelling in their technical abilities to evaluate potentials in terms of competency and behavioral aspect.

Development for the Potential Leaders

•Setting an approach for identified potentials through the selection process and technical evaluation to be empowered within the organization as experts who can lead groups and/or projects.

Assessment for the developed pool

•Combining leadership competency approach with existing technical competency based evaluation to provide a complete evaluation of empowered talented potentials and explore their ability to retain skills and take appropriate leadership actions.

One of the biggest factors in keeping employees engaged in the business is proper compensation and benefits scheme. we can help you design a retention tool through designing an attractive Compensation and benefits structure, else let us worry about it all and outsource your Compensation and benefits function to us.

Developing Relationship Management programs that are “fit” per industry according to the international standards and benchmarks and that enable the organization to maintain and enhance customer loyalty and retention in a market of hyper-competition through the following:

•Designing Relationship Management Programs through the voice of the customer analysis techniques
•Connecting employees to customer loyalty programs
•Optimizing retention programs by evaluating their results and effectiveness in producing customer loyalty
•Turning dissatisfied and indifferent customers to satisfied customers
•Spread positive “word of mouth – hence, increase SALES

Combine the managerial competency approach with the existing technical competency based evaluation to provide a complete evaluation of the individual. The performance management system integration with clear career path approach in terms of development tracks evaluation tools for managers and successors (including individual development plan, clear and objective scoring, and defined process.)

In our strive to build a concrete way of managing the organization activities, and ensuring consistent and accurate quality of service, upon our engagement in the Quality Management System The company will be able to design, implement, measure and improve performance of all the activities to ensure the satisfaction of customers through the various development requirements.