People and Organisational Performance

Every business problem is a people problem!

Organization Design:

For many, organisation design means creating a hierarchy system tinkering with lines and boxes but in actuality, organisational design involves the integration of structure, processes, and people to support the implementation of strategy. Today, it comprises the processes that people follow, the management of individual performance, the recruitment of talent, and the development of employees’ skills. When the organisational design of a company matches its strategic intentions, everyone will be primed to execute and deliver them. We assess strengths and opportunities unique to each business to design a more effective operating model by linking to strategy, ensuring accountability, enabling enterprise-wide collaboration, and addressing behaviour change and other barriers holding people back.

Leadership Development

An organisation’s success depends on its most important resource – its people and it makes perfect sense to invest in them. While many organisations do not spend on training their employees other few spend a lot of money on leadership trainings, workshops, seminars, certificates etc. Much of this money is wasted because these trainings happen in vacuum, employees attend a one-off training, return to their desks and quickly forget what they learned. Leadership development matters so much because the actions and attitudes of leaders drive performance in several ways: improving employee engagement, enhancing productivity, and cultivating an innovative and inclusive business culture. We approach leadership development as both high operational and creating value where leaders learn to be become great within the context of their daily work – using a growth-oriented, purpose-driven, and sustainable approach from which the organisation benefits over their entire career.

Culture Change

Having a healthy culture can be the ultimate competitive advantage as today business models can be replicated. Organisations with a healthy culture outperform those that dont. However many business owners and organisations feel that they do not have the ability to effectively change an organisation’s deep rooted practises and beliefs in a sustainable way. A fact-based measurement of the current health of the organisation can help identify the right path forward for an organisation. We can make the change sustainable and drive continous perfroamnce by addressing individual and collective behaviours – including culture, mindsets, capabilities and group dynamics. We can drive progress at scale by implementing interventions to build skills, shift mindsets and building a culture of continuous improvement.

Performance Management

The saying, ” People join organisations but they leave managers” – this is the case because feedback and coaching are crucial for professional growth and development. The purpose of performance management is two-fold: an accurate and actionable evaluation of performance and then development of that person’s skills in line with the job tasks. Research shows that people become high performers by identifying specific areas where they need to improve and then practising those skills with performance feedback. This system is non-existent in many organisations. We establish talent management as a distinct competitive advantage, matching talent to where the most value is at stake. By delivering on dynamic talent allocation, closing skills gaps, and transforming core systems, we partner with organisations to build the talent capabilities they need to sustain and scale impact.