WLH helps HR, OD, and L&D leaders develop practical human capital strategies aligned with business needs and priorities that can be implemented with confidence. Please learn more about our specific capabilities below.
An organization’s design can support its mission– or get in the way. When strategies change or results lag, an organizational redesign can reduce layers, drive alignment, and improve efficiency or effectiveness? Effective organizational design is more than drawing boxes.
WLH supports leaders in thinking through design criteria, the impact on processes and people, and the change management needed for effective implementation.
Competency models are the foundation for many HR practices and client rely on our extensive experience to create enterprise, function, or role related models. Each model defines the specific skills, behaviors, and knowledge that enables performance success. WLH can create the models and supporting tools such as career frameworks that outline advancement paths, customized assessments to identify strengths, and other development planning tools.
The Pharmaceutical and Life Sciences industry invests heavily in learning and development. As a strategic partner, WLH focuses on supporting learning professionals and senior leaders in defining organizational learning strategy and creating curriculum roadmaps for leadership development, account management and field force effectiveness. Our roadmaps support the 70-20-10 development model with extensive use of on-the-job development activities to transfer learning to behavior in role.
The pharmaceutical industry depends on a rich product pipeline to bring innovation to market, improve healthcare outcomes, and meet business goals. The same emphasis on developing a deep leadership pipeline is needed to ensure organizational success. WLH works with clients to design leadership development curricula for all levels, including stand-alone, customized leadership programs that are grounded in best practices and adult learning principles.
The war for talent is still relevant and the costs associated with replacing high performing talent are high – both directly to replace employees and indirectly due to productivity loss. Organizations must be proactive regarding talent retention to reduce costs, increase profitability, and perpetuate a culture dedicated to talent development and advancement. WLH’s Rx for Retention™ predictor model, assessments, and learning program helps organizations identify and retain at-risk talent, especially women and diverse employees.