Talent Management and Supervisory Capacity Building Training

Congreso de Latinos Unidos, Inc. is a 501(c)3 nonprofit organization founded in 1977 with a mission to strengthen Latino communities through social, economic, education and health services, leadership development and advocacy.

Number of Employees: 
300
Client Since: 
2008
Services Delivered: 
  • Customized Leadership Development

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Download Case Study

The mission of Congreso de Latinos Unidos, one of Philadelphia’s largest and most respected private social service agencies, is to strengthen Latino communities and engender self- sufficiency of clients through a comprehensive network of human services. Its four primary services are education, employment, family support, and health and wellness.

Goals of Engagement

  • Collaborate with the client to create a strategy for organization-wide talent management that is fully integrated with its business strategy.
  • Build an orientation program for new staff that welcomes and educates employees while strengthening the culture of the organization.
  • Design and deliver supervisory skills training program to improve supervisory practices and reduce turnover.
  • Provide Congreso managers with clear and concrete methods for supporting and benefitting from the talent management process.
  • Engage Congreso’s executive team in the training and development process to ensure the program’s longevity and success.

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The Result

  • A framework for recruiting and developing talent at all levels of the organization
  • A consistent and thoroughly communicated message about the agency’s mission, business plan, and culture
  • A customized and repeatable supervision training program for all new supervisors. The training has a strong emphasis on experiential learning, peer interaction, and collaborative problem solving
  • All new employees have essential knowledge about the Congreso’s mission, business plan, operations, and culture
  • All supervisors given foundational knowledge and skills to strengthen retention-focused supervision
  • Shifted management practices from a focus on administration to a focus on supervision, with regular feedback as the centerpiece
  • Established retention and service quality as key organizational metric
  • Established retention and service quality as key organizational metrics
  • Stimulated Congreso to develop more consistent and in-depth measures of each

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