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Talent & Organisation Development

DSC 0065Our Talent practitioners have held senior positions in the Payments and Financial Services sector and bring innovation, combined with the depth and rigor that Greenings is renowned for, to your people strategy and talent development

We have experience of working with start-ups/small businesses through to large corporations and can work alongside your management and talent teams to support: 

Organisation Development – identify and evaluate talent capability to align with strategy, people and processes

Change – provide insight and leadership on change management strategy, planning, communication and implementation

Talent Development – designing career and development propositions to support engagement and retention, coupled with a performance management strategy that aligns with the company values and culture.  Design and deliver bespoke development plans for senior leaders and teams

TALENT PROGRAMME EXAMPLES

First 100 Days
As part of our search assignments Greenings International continues to support the successful candidate in their first 100 days: helping the transition into a new role, offering a framework to plan the first 100 days and providing an external confidential sounding board as the candidates settles into the new organisation. 

Individual Leadership Development
Through a combination of Integral coaching ™, leadership and business experience we work with clients to bring about sustainable development.  Based on tried and tested development models, questions, self-reflections, observations and practices we work with clients to:

  • Achieve long term excellence
  • Be self-aware and self-correcting
  • Be self-generating in their learning and development 

Coaching Circles
An effective way for teams to experience coaching whilst working on a live work-related project. 

Peer participants meet with us regularly over a period of time, working on individual or team project/issues.  Through collaborative questioning each member of the group creates an action learning plan.  In addition to supporting the project the group also experiences coaching peers that opens up possibilities for further learning and reflection.

After a period of time the groups can go on to be self-managing in the organization and the action learning experience becomes part of the organizational culture.

aci
atos
braintree
corporatepay
cybersource
digitalriver
discover
elavon
evo
firstdata
fis
fleetcor
fundingxchange
generalatlantic
globalblue
global
ingenico
jerseytelecom
logic
mastercard
miura
netspend
networkinternational
oak
palamon
payzone
playsafe
prepay
red
sage
seamless
shell
telestra
tsys
uatp
vocalink
warburg
wex
worldpay
wu