Nina Witenden

Hi, I'm Nina Witenden and I know my target client intimately – because I used to be exactly that person. Managing large groups of people. 

One of the services my business offers is to support time-poor managers in boosting their team’s engagement and performance by outsourcing a piece of their role – Performance development, team management planning, and executive coaching.  

I coach teams, one-on-one, and in addition, I run team-building days, to identify values and goals. 

It’s a very focused service - slicing out strengths via Gallup profiling and ongoing development planning. Outlining a pathway towards best-fit work and roles for each team member, based on their profile and an appreciation of the whole person. 

A Perfect Plan 

My business is named  ‘A Perfect Plan’, following a long-term career manging financial planners, so planning is in my DNA by now. My business taps into the increasing trend for organizations to maximize outsourcing and invest in a smaller group of on-balance sheet talent. 

 “I believe that people are most productive when they are given the space to be absolutely authentic  – really present in their role,” said Nina, “everyone should have the opportunity to show up at work as themselves– it’s a win-win when you do.” Why I have chosen Gallup strengths profiling as a resource, I think this is the best resource available. 

  It's an outside perspective, to have another with the skills and insight to see your strenths, and  provide you with the confidence to move forward”.   

Most companies want employees to have a career development plan. Some even mandate it. But time constraints or lack of manager skill often mean these plans are rarely done or are token. So opportunities to leverage team strengths to meet team and organisational objectives are lost. 

Lack of career development – the main resignation driver

The primary reason employees give for resigning is lack of career development.  With payroll representing around 70% of total costs for many organizations, reducing attrition and increasing team performance delivers quantifiable benefits. 

Having managed more than 200 employees across my corporate career, I understands managers' pressures. 

How development planning drives tangible results:

When working for a major financial services firm, I was tasked with integrating a poor-performing team with her high-performing team – bringing together a total of 26 people. Using strengths profiling and 5-year career development planning for each person I restructured the team’s work according to what was uncovered about each team member.  Re-weighting responsibilities across four core tasks: paraplanning, compliance, new client contact, and customer service (existing clients), I  coached the individuals on their new tasks and how to deliver as a team to achieve 168% to target. 

I do have the tools and processes to bring together team and individual objectives and align an individual career path and development to the organization. 

How do you want your staff to think, feel and do? Break down silos and achieve objectives together. A perfect plan is a plan, tools, and support to bring staff and the organization to the same page. in addition, I coach values  alignment to strengths, and have fun team building exercises highlighting values. 

I'm also coaching individuvals, executive managers and coaching mentors.