corporate overview

2. Talent assessments and analytics
are no longer a “nice-to-have” in
today’s business landscape; they are
a “must-have”. High performing
organizations use assessments as
an essential piece of the talent
management process within each
stage of the employment lifecycle .

3. Companies are faced with the constant
challenge of maintaining strong
productivity, vying for talent across
competitive landscapes and driving
innovation and speed-to-market. The use of
talent assessments across the organization
at all stages of employment can effectively
and efficiently reach each of these
objectives.

4. • Select the candidate that best fits a specific job, department, manager, and organization.
• Improve Salesforce Effectiveness by selecting highly motivated "A" players
• Provide leaders a science-driven, data-based roadmap to make informed employment decisions and
performance advances at every stage of employment.
• Increase new hire engagement through a more effective onboarding process.
• Improve communication and reduce team dysfunction.
• Unleash talent within their organization and help develop the next generation of leaders to drive success and
profitability. Link assessment data to development programs, succession plans, compensation and
performance metrics.
• Create a fully engaged workforce that thrives in the organization’s unique culture.
Top performing
organizations use talent
assessments to:

5. What to Resource Management
of Boston talent assessments
provide?
Behavioral research suggests that the most
effective people are those who understand
themselves, both their strengths and weaknesses,
so they can develop strategies to meet the
demands of their environment. This report
measures the four dimensions of normal behavior:
dominance, influence, steadiness and compliance.
BEHAVIORS (DISC)
TriMetrix ACI tells you how this individual will perform.

6. What to Resource Management
of Boston talent assessments
provide?
Knowledge of an individual’s driving forces help
tell us why a person behaves a certain way. 12
Driving Forces™ measures the primary driving
forces cluster – the top four of an individual’s
driving forces – to tell a story of how a person
derives meaning from life and work.
12 DRIVING FORCES
TriMetrix ACI illuminates what drives this individual’s
behavior – the “why” behind their actions

7. What to Resource Management
of Boston talent assessments
provide?
The Acumen Indicators section is designed to help
individuals truly understand themselves, how they
analyze and interpret their experiences. A person’s
acumen, keenness and depth of perception or
discernment, is directly related to performance.
ACUMEN CAPACITY INDEX (ACI) FORCES
TriMetrix ACI explores both how a person’s judgment
impacts interaction with the external world, and his or her
own self-perception.

8. What to Resource Management
of Boston talent assessments
provide?
The Acumen Indicators section is designed to help
individuals truly understand themselves, how they
analyze and interpret their experiences. A person’s
acumen, keenness and depth of perception or
discernment, is directly related to performance.
ACUMEN CAPACITY INDEX (ACI) FORCES
TriMetrix ACI explores both how a person’s judgment
impacts interaction with the external world, and his or her
own self-perception.

9. Today more than ever, employees demand to be engaged—to have a
sense of purpose and fulfillment in their roles that makes them feel a
part of a thriving culture and company - and they’ll go somewhere else
if they don’t have it. Fortunately, engaged employees are more
productive and improve an organization’s ability to achieve business
goals. Resource Management of Boston helps you address the 3 critical
components of Engagement - Attract. Retain. Inspire.

10. Many business leaders are confounded by culture. They underestimate its
power and either let it go unmanaged or relegate it to the HR function where
it is often neglected. Understanding and managing your corporate culture can
not only help achieve corporate goals but will also attract high-performing
talent who will thrive within your organization.
We will assess your company's internal and external messaging as well as your
online and social media presence to give your organization the makeover you
need to compete in today’s market.
•Review of website and all social media from a prospective candidate point of
view
•Review your company's 3 W's - WHO, WHAT, WHY - to ensure they reflect the
true heart of your organization and are appealing to outside candidates.
Organizational Snapshot

11. The number one reason employees leave a company is the relationship
with their manager. The fact is, many supervisors and managers are
unaware how their actions and decisions affect employee turnover. A
critical aspect of an effective retention strategy is manager training.
We use our assessments as the foundation for teaching Executives,
Managers and Supervisors how to improve team dynamics and
improve their leadership skills, resulting in improved productivity and
profitability.
Leadership Workshops

12. Another reason top performers leave is because they feel that their career
advancement isn't going as planned. That's why it’s more important than ever
for managers to understand the individual interests and aspirations of their
employees and implement programs to allow career movement, at all levels,
to enhance employee development, bolster succession efforts, and meet
business needs.
Resource Management of Boston can help create a focus on career
development in your organization. We can provide tools to help your
managers understand the skills, strengths and areas for development required
by their teams in enhance career mobility. By fostering a culture of career
development in your company and team, you will have more engaged
employees that want to work for and with your company for the long term.
Career Development & Planning

13. Exit interviews often reveal that employees leave organizations
because of their work - they leave when their job isn’t enjoyable, their
strengths aren’t being utilized, and/or they aren’t growing in their
careers.
Resource Management of Boston can assess your companies’
leadership team and organizational needs to determine appropriate
structure and staffing for maximizing management and employee
effectiveness. We can also identify organizational needs related to
culture, engagement and productivity and team competencies.
Organizational Audits

14. Top athletes use coaches to help them set goals, establish accountability,
provide critical feedback, assess wins and failures, promote learning and
improve overall performance. Executive coaching is exactly the same
thing.
Resource Management of Boston can provide one-on-one coaching and
customized leadership development for entrepreneurs, executives,
managers and leaders in a new role or seeking to move to a new role, as
well as anyone seeking personal development and improvement.
Coaching relationships require a minimum 3-month commitment to
weekly calls/meetings. At the end of 3 months, progress is evaluated and
next steps are developed.
Executive Coaching

15. 360 degree feedback surveys benefit leadership, teams, and the entire
organization immediately. By providing a safe, confidential, and reliable way
for colleagues to provide feedback, a company gains valuable insight into
current leadership, teams, and overall health of the organization. When using
this feedback data correctly, companies can help employees improve and
become better leaders and contributors in the organization.
Resource Management of Boston's proprietary 360 tools consist of a library
of over 2,500 leadership competencies that can be analyzed for each
executive participant. Personal effectiveness within each key position is
crucial to the ongoing success of the organization. 360 surveys allow
respondents to provide valuable feedback regarding the effectiveness of
another individual’s performance. The results of 360 surveys are then used to
enhance and develop the individual.
360 Reviews

16. Successful organizations see the importance of addressing the needs
of employees. To do this, an organization must regularly assess its
services, policies and practices to ensure they are providing the
leadership, work environment, management practices and incentives
top notch employees require. Resource Management of Boston can
help you develop an organizational and employee engagement survey
program, customized to gather the right information, a vital diagnostic
tool to determine how the organization can improve or modify their
culture to achieve employee satisfaction.
Employment Engagement Surveys

17. Resource Management of Boston can provide clarity on the
challenges facing your business today while also predicting
specific issues you’ll encounter as your grow. With this
knowledge, we can help you build a more cohesive team with
better alignment so that you can focus the issues impeding your
company’s growth. We can help give your company headlights
into the future and help improve performance, productivity and
profitability.

18. According to the Harvard Business Review, over 70 percent of all M&As
fail to achieve their anticipated strategic and financial objectives. Failure
is often attributed to various factors including management styles, poor
communication, loss of key talent, incompatible cultures, lack of trust
and uncertainty of long-term goals. Resource Management of Boston can
help you address the "people issues" created by a proposed merger or
acquisition.
Mergers & Acquisition Integration

19. Using a combination of techniques and tools, Resource Management of Boston will
assess your structure and talent and will provide objective recommendations that
you can use to build and retain a high-performing team while achieving the desired
M&A objectives. We will:
• Review existing org charts and job descriptions
• Conduct one-on-one interviews with team members
• Examine overlaps that exist in roles and responsibilities
• Identify functional redundancies
• Identify functional gaps
• Assess the skills, capabilities, potential and motivations of the key employees
involved in the merger or acquisition.
Mergers & Acquisition Integration

20. Do you have the next generation of talent ready to fill roles at all levels
of your organization? Have you created development plans for people
to move up or across the organization? Is your company prepared for
the upcoming labor shortages as experienced baby boomers begin to
retire? Are you ready to adapt to the changing needs of millennials who
won’t stay in jobs for 10+ years like earlier generations and who thrive
on career mobility?
Succession Planning

21. Resource Management of Boston can help you create a succession plan to
build your company’s bench strength. We can:
• Identify critical positions and skills based on your organization’s strategic
objectives
• Assess your talent pipeline and identity high-value talent
• Assess leadership competencies
• Identify gaps in talent and/or skill that may require outside recruitment
• Develop programs (and culture) to support knowledge transfer and
employee development
• Provide leadership training and coaching to develop future leaders
Succession Planning

22. Private equity firms typically excel at identifying critical strategic levers that
drive improved performance. They have excellent resources to establish
financial controls and have a relentless focus on enhancing the performance
basics: revenue, operating margins, and cash flow. However, they often lack
the resources and place less emphasis on the analysis of the leadership
team charged with executing the plan. Portfolio companies frequently lack
the depth of talent required to succeed.
Resource Management of Boston can assess your portfolio companies'
leadership teams and develop talent strategies to ensure you have the right
people in the right roles and have the necessary bench strength required to
successfully achieve rapid growth.
Leadership Assessment for
Private Equity Due Diligence

23. Resource Management of Boston uses tools inspired by James
Fischer’s research to help your company successfully navigate through
common business challenges associated with growth. Our Growth X-
RayTM process will clarify the issues holding you back and can help
generate a plan to overcome these obstacles. Using proven diagnostic
algorithms, Resource Management of Boston can perform an
organizational Growth X-RayTM to help you:
• Predict how growth will impact your organization
• Focus on the right things at the right time
• Adapt your leadership skills as your company grows
Growth X-RayTM

24. James Fischer’s research identified 7 Stages of
Growth that entrepreneurial companies move
through. He determined complexity increases
as a company grows and that complexity is
created by adding people. The 7 Stages of
Growth provides leaders with the insight to
focus on the right things at the right time,
predicting how growth will impact their
companies and helping their management
team adapt with this growth.

25. DIAGNOSIS
How do you compare to the benchmark for your stage of growth?
The first part of the
Growth X-Ray TM
identifies your
company’s challenges
within your current
stage of growth using
diagnostic algorithms.
The first layer of
alignment – identify
and agree to your
company’s top 5
challenges and
strengths based on
your current stage
of growth.
The second layer of
alignment – identify
your company’s
ability to balance
confidence and
caution, walking the
fine line between
chaos and
equilibrium.
The third layer of
alignment – identify
the stage-specific
issues that must be
addressed in order
to effectively and
profitably move to
the next stage of
growth.
27 Challenges &
Strengths
Builder /
Protector Ratio
Non-Negotiable
Rules
Copyright 2014 TTI Success Insights under Licensing Agreement with Flashpoint!

26. TREATMENT
Align your team and your organization.
The second part of the
Growth X-Ray TM focuses
on team alignment. Your
company’s specific top 5
issues are identified
through consensus and
team accountability is
established.
 Address all issues
raised during the
assessment.
 Evaluate the strategic
impact they have on
your company.
 Develop top initiatives
to address critical
growth issues not
addressed in past and
current stages of
growth.
 Recognize the critical
role communication
plays in your
company’s growth.
 Create a plan that
defines who needs to
know what and when,
including how those
messages need to be
distributed.
 Explain to the team
that your company
will move through
different stages of
growth.
 Express that issues /
challenges are normal
and take the fear out
of growth.
 Improve engagement
allowing each team
member to be an
impactful shareholder.
Strategic Alignment
& Critical Initiatives
Intentional
Communication
Creating a Language
of Growth
Copyright 2014 TTI Success Insights under Licensing Agreement with Flashpoint!

27. Who We Are