ammplify - talent & change management consultancy

Following my doctoral studies in management and almost 20 years of professional experience in the corporate world and start-up setting, I witnessed the transformation of talent management in organisations. The challenges such as generation changes, hyper-growth industries and the need for cost-efficient development of high potentials in a lean environment create tremendous pressure for enterprises. They need to change their approach to human capital, which is the main driver of competitive advantage in the contemporary marketplace.

Through the compendium of significant transformational experience, ammplify develops tailored-based solutions to help clients respond comprehensively to these challenges. Talent management is about creating employee-oriented culture not only by providing convenient working conditions but also by listening, encouraging growth and empowering – to amplify employees’ satisfaction. In order to boost business performance, no responsible organisation can ignore the need to nurture their talents by understanding their aspirations and stimulating life-long learning.

The mission of ammplify is to support companies in this journey.

Anna Maria Markiewicz is an experienced Talent Architect with key focus on areas such as talent acquisition, career planning, talent development programmes, performance evaluation, employee branding, building employee experience, shaping internal communication, retention and coaching.

Anna deeply understands contemporaneous needs for creative, inspiring and courageous individuals and teams. It follows from her extensive managerial experience in an international and multi-cultural environment. While serving progressive operational roles at General Electric, Anna had an opportunity to lead one of the GE’s flagship leadership development programmes in the EMEA. This experience equipped her with unique skillset for matching people development with business needs. Subsequently, Anna shaped employee experience at a global payment processing provider focusing on development, internal communication and well-being. She also collaborated with a tech startup on comprehensive talent management where her role was extended to Vice-President People. These engagements proved that Anna is successful at building the organizational culture focused on people with respect and trust ensuring the business goals are met.

The hands-on experience coupled with rigorous academic credentials and extensive executive education enables Anna to provide comprehensive tailored solutions to her clients. As a change agent, she brings innovative insights into the organizational transformation process.

The passion for people and curiosity together with “customer first” attitude are Anna’s essential work drivers.

For more details, please review the LinkedIn profile: https://www.linkedin.com/in/annamarkiewicz/

Solutions

Matching people’s skills to amplify business performance

Talent acquisition in international setting
Efficient on-boarding process for new employees
Smart roles and responsibilities
Career planning and transition
Learning and development
Leadership development programmes, both entry- and experienced levels
Employee performance evaluation aligned with organization’s DNA
Employees' engagement initiatives
Employer branding and retention programmes
Compensation and motivation strategies and systems
Coaching and mentoring sessions
Change management in diverse contexts

Targeted approach to amplify people performance - contemporary challenges

Generation change - Millennials
Scarce resources - IT industry
Talent management with tight budget- Start-ups
Career transition - Senior executives
New challenges - Young managers
Need for stimulation - Uncovered-potential employees
Staying focused - High-performing individuals and teams

Blog

How storytelling can help you to achieve your business goals?

‘Don’t tell me stories. Tell me facts.’ - How many of you have heard this sentence at work? This is most probably the reason why we developed negative understanding of storytelling. We consider it as a habit that should be avoided in the business world filled with facts and figures. In this context, as a good leader, you are supposed to come to the point quickly without any unnecessary background details, not even mentioning the ones emotionally coloured. Let me explain how powerful storytelling is for defining your own leadership toolkit. more...

What initiatives can shape employees’ views of gender equality?

It goes without saying that there is still a room for improvement in the way that gender equality rules are developed, implemented and popularized by organizations. It is a role of talent management to shape the corporate culture that will promote the diversity as a part of a company’s strategy. There are examples listed below of initiatives supporting women development that I find helpful in promoting gender equality. Here are short comments and highlights of the challenges that can be associated with each of them. more...

Should a candidate’s potential play a key role in talent acquisition?

When we start searching for a new employee, most probably there is a perfect candidate’s profile in our minds. What are the key questions we tend to ask? Do we wonder what knowledge and experience are needed to be successful and effective in the job? One may find it crucial to see whether the candidate will fit into the company’s values and culture. One may look for certain technical or soft skills. One may list all necessary competences considered as critical and nice-to-have for the role. All these points are valid and adequate. What needs to be emphasised is that, as the goal of hiring is to build a long-lasting relationship, we must look ahead in the future and we cannot ignore the importance of candidates’ POTENTIAL. more...

Are you aware of attachment styles’ impact on workplace?

The way leaders behave toward their teams can be driven by the huge numbers of factors starting from the current working culture and environment, through the experience they got during their professional lifetime, up to the individual awareness. I remember my entry to the corporate world. I thought that the managers I met were tough, confident and knew what to do in every situation. Growing in an organizational hierarchy and getting to know my peer colleagues, I understood how much work on ‘self’ it takes to create such an image of control. more...

What is the role of a company in employees’ learning process?

There are two key actors in the employee learning process. The first element triggering the employees’ development is an organization’s attitude, whereas the second one is an approach of the employee herself. For the purpose of this article, let me concentrate on companies’ impact on an individual’s growth by analysing different dimensions, such as: cultural, social, psychological and educational. more...

Can design thinking be applied to talent management?

One could argue that design thinking is just another fancy methodology to serve the universal purpose of problem solving. What are the unique characteristics that make design thinking stand out of from other improvement concepts such as, for instance, six sigma and lean management? I believe in power of facts and figures as well as a time-consuming analysis which ultimately comes to prove a hypothesis under certain assumptions. How did I get convinced to an approach which sees the truth beyond numbers and how did I find it a fascinating methodology to be applied to talent management discipline? more...

What kind of Change Agent are you?

Have you ever thought that your character features and personality can make you suitable for leading the specific types of change? There are different change agent's characteristics identified by researchers. Understanding your own change agent type can give you the advantage to succeed in the transformational challenge. more...

Why does talent management matter?

Do you still believe that all the company needs to do in terms of people management is to hire new employees when really required, on-board them providing goals and responsibilities, evaluate their performance from time to time? If your answer is yes, it is high time to change the approach unless you are fine with constantly complaining how difficult it is to keep your employees satisfied with their work, retain them and make fully dedicated to your company. Does it sound familiar? more...

Where do I start?

Here I am, starting my first blog with a mission. I believe in the need of growing people as the ultimate goal of every leader, every company, every organization. We reach real seniority and awareness as human beings and as business professionals when we understand it is no longer about us, but it is all about others. This fundamental discovery allows us to redirect our focus and helps us find the meaning of a management role. more...

Matching people’s skills to amplify business performance

Bringing the change gene into your company's DNA

Discovering and nurturing talents to amplify business growth