The Revere Group
Michael Parks
Michael Parks, Todd Miller, and The Revere Group
Michael Parks and Todd Miller observed that the business goals of forward-thinking en¬terprises weren’t being met by the conventional approaches of the traditional, much larger consulting firms. So in 1992, they founded The Revere Group to meet this need. Revere’s vision since its inception has remained steadfast—to build an organization that clients rely upon as their trusted advisor. This vision of both Parks and Miller was implemented through a refined approach to people, processes, and technology. In an industry marked by innovation and relentless change, organizations can look to Revere for its senior con¬sulting model, strong business and technology expertise, client-focused …show more content…
“We hire people who work well with their coworkers and clients. We encourage a high level of respect for others’ opinions—while still driving for the right solution. This collaborative approach has served us well,” comments Todd Miller. “The Revere Group is always looking for qualified, dedicated people to join our team. We hire individuals who have depth and breadth of experience and a functional, tech¬nical, or industry specialty. Our employees are grounded in teamwork, integrity, service, and …show more content…
“The simple fact is that an organization’s most valuable function is strategizing the ever-changing and unique [human resource] op¬portunities provided by today’s business environment. As a result, the ability to adapt quickly and effectively to new challenges, corporate strategies and employee demands may be your most valuable asset.”
To take advantage of his employees’ potentials, Parks has had in place what he calls a “career-pathing” program almost since he started the business. At the beginning of the year, each Revere employee sits down with a company-assigned mentor to develop an in¬dividual annual growth plan. That plan typically details how the employee will spend his or her required two weeks of training, as well as what progress he or she needs to make to receive a promotion or change jobs. Employees receive quarterly updates on their progress and have periodic check-ins with their
Michael Parks, Todd Miller, and The Revere Group
Michael Parks and Todd Miller observed that the business goals of forward-thinking en¬terprises weren’t being met by the conventional approaches of the traditional, much larger consulting firms. So in 1992, they founded The Revere Group to meet this need. Revere’s vision since its inception has remained steadfast—to build an organization that clients rely upon as their trusted advisor. This vision of both Parks and Miller was implemented through a refined approach to people, processes, and technology. In an industry marked by innovation and relentless change, organizations can look to Revere for its senior con¬sulting model, strong business and technology expertise, client-focused …show more content…
“We hire people who work well with their coworkers and clients. We encourage a high level of respect for others’ opinions—while still driving for the right solution. This collaborative approach has served us well,” comments Todd Miller. “The Revere Group is always looking for qualified, dedicated people to join our team. We hire individuals who have depth and breadth of experience and a functional, tech¬nical, or industry specialty. Our employees are grounded in teamwork, integrity, service, and …show more content…
“The simple fact is that an organization’s most valuable function is strategizing the ever-changing and unique [human resource] op¬portunities provided by today’s business environment. As a result, the ability to adapt quickly and effectively to new challenges, corporate strategies and employee demands may be your most valuable asset.”
To take advantage of his employees’ potentials, Parks has had in place what he calls a “career-pathing” program almost since he started the business. At the beginning of the year, each Revere employee sits down with a company-assigned mentor to develop an in¬dividual annual growth plan. That plan typically details how the employee will spend his or her required two weeks of training, as well as what progress he or she needs to make to receive a promotion or change jobs. Employees receive quarterly updates on their progress and have periodic check-ins with their