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DAVID BRADLEY CONSULTING

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Work  Alignment - having the right people …

                                                             in the right roles …

                                                                                      doing the right thing.

Candidate & Executive Assessment

The Journey Program

Succession Planning

Workplace People Challenges

David Bradley’s great strength and talent is understanding people.  He is an expert at matching (aligning) people to the
work needs of a position.  David has a 25 year track record in this specialized field.

Work alignment is placing people in positions to perform work they inherently want to do. Work alignment is being recognized as the ‘missing link in organizational performance’.

David has refined and adjusted his process over the years. The core of the process is understanding people, intuitively and subjectively.

David contributes to your firm’s success by supporting:



The ‘Journey Program’ is a guided process to help you grow and move forward by examining critical areas of your personal and business life.

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David has gathered a team of professionals with expertise in the different areas of succession planning. We provide a safe, informed and seamless process to guide you through the development and execution of your succession plans.

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A process that helps leaders understand and address the challenges of managing people to improve organizational outcomes.

 WHAT IS WORK ALIGNMENT?

The David Bradley approach has five parts.  

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a. Needs analysis

b. Role design

c. Candidate assessment

d. Fit review and recommendations

e. Post-placement support

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Needs Analysis

The first step is to understand where the company is going and map out the future needs of a key position that you are looking to fill, either through hiring or promotion from within. It is important to understand:

  • What stage is the company in – growth, maintenance, innovation or crisis?
  • What are your business objectives?
  • Who is on your current team? Where are they in their careers? How are they performing?
  • What are your gaps?

David acquires a clear understanding of your people requirements within the context of the current and projected future needs of your firm.


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Role Design

Role Design is different than a job description. Role Design is an easy, objective and cost effective process that guides selected people through a process to define the APPROACH required in a targeted position. The finished model provides clear information on the APPROACH beneficial to success in this position.

APPROACH is the inherent work DNA of a person.


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About David Bradley

David was attracted to the study of psychometrics (assessment processes). In 1988 he began working with The McFletcher Corporation located in Scottsdale, Arizona.            More …..

Finding the right people for your organization requires experience and insight. Contact David for a free initial consultation!

Phone: 403.269.1733     Email: david@davidbradley.ca


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Role Design

Role Design is different than a job description. Role Design is an easy, objective and cost effective process that guides selected people through a process to define the APPROACH required in a targeted position. The finished model provides clear information on the APPROACH beneficial to success in this position.


APPROACH is the inherent work DNA of a person.


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Candidate Assessment using the Role Design process

When used in the selection process short-listed candidates are assessed to examine THEIR preferred APPROACH  versus the NEEDED APPROACH of a position. This process allows objective gap analysis and fosters constructive communications on the candidate’s potential ‘fit’ to the needs of the position. The closer the match, the better the alignment which increases the potential for success.


David is fully licensed to administer and interpret a range of branded psychometric test programs.


Fit review and Recommendations

David develops and delivers two types of recommendations to you:

  • The candidate best suited to the role
  • Strategies and processes for addressing and managing any gaps between the selected candidates preferred approach and the approach identified in the role design. (Perfect alignment is rare and special.)


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Post-Placement Support

Having facilitated the work alignment process for a newly-hired employee, David is uniquely qualified to provide active support for both employer and employee as they work through the initial three-to-six months in the role.  These supports can include:

  • Weekly or monthly check-in with both employer and employee
  • Issue identification, problem solving and intermediation
  • Coaching on implementation of strategies and solutions

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Work Alignment with Existing Employees

The Work Alignment process with current employees reveals and explains any existing alignment gaps.

Both parties are then afforded the opportunity to analyze potential issues and, in a non-defensive manner, develop plans to manage any gaps for the benefit of all.


The way conflicting WorkStyle alignment issues are managed will determine an individual’s work satisfaction which directly impacts the organization’s ability to meet targeted goal and objectives.


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Retention

This process improves retention. A person who knows they are aligned to the needs of their position will be happier than a person who is misaligned. They are less likely to seek another position because they feel fulfilled where they are.  They will also want to avoid the stress and frustration of being possibly being misaligned in another position.


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