Valerie Frederickson & Company’s trusted human capital consultants have provided integrated management solutions and winning teams since 1995.

Why is an integrated solution critical? An integrated solution addresses your business strategy, your history, your team, and your culture with answers that are appropriate to your organization. Because an integrated solution is not one-size-fits-all, the solution solves the problem at hand, and, more importantly, ties into the big picture of your business, providing faster, more lasting solutions.

Our corporate mission is to make a unique difference in people’s lives through helping individuals and organizations experience sustainable success. Towards this end, we provide over thirty integrated human capital management services in support of four key phases of consulting developed to maximize our client’s organizational growth, productivity and sustainable success.

These phases are:

Phase 1: Assessment of the organization
Typically, we interview the executive team to understand and analyze the critical problems affecting the executive team’s performance and achievement of goals. A detailed report is created for the Board of Directors, CEO and leadership team, usually recommending a series of potential scenarios and organizational solutions.

Phase 2: Alignment of people and goals to the business plan
While many consultants seek to offer their expertise in actually forging a strategic plan, it is our strong belief that the client needs to develop it’s own vision and call to action. Our service is to facilitate a series of strategic planning and team building sessions to achieve consensus and actionable steps around mission, vision, SWOT, goals, roles, decision-making, and relationship issues. Our results have been very strong. By pushing the executive team to devise their own strategy, we’ve guided our clients to significant increase revenue and a visible decrease in customer acquisition time.

Phase 3: Ensure the right people are in the right jobs
We have a 100% retention rate in senior level searches filled in the last three years, and do searches twice as fast than our competition. It is our view that this is due to our involvement above and beyond the traditional skills assessment that goes into evaluating candidates, by placing a premium on the cultural, intangible factors critical to long term success.

Phase 4: Ongoing support
Once the vision is clear and the team is in place, we provide ongoing support from several angles to maximize productivity, reduce assimilation time of new employees, retain and develop key contributors, and transition redundant employees. Such activities may include coaching, 360 reviews, performance management, and, when appropriate, outplacement.