Organizations that are effective have clear direction, efficient processes, and strong leaders.
Direction, People and Process are at the core of our work and have guided the development of our other methodologies.
Vision, values, goals, strategies, and tactics propel an organization to fulfill its purpose. Direction gives meaning to action and translates activity into progress.
Day-to-day tasks and deliverables yield their best results when processes are clear and strong, and aligned with organizational objectives. Effective processes turn direction into action.
People have the skills, capability and desire to translate intent into reality. People and the culture they create drive the future of an organization.
Improving day-to-day processes with new ways of working together.
Efficient and effective processes help achieve better results and higher performing teams. Our approach is collaborative and leverages collective expertise and engagement to solve tough process-related problems.
Take a step back to observe. Find out what is really going on by focusing on what is working well, what opportunities exist to improve, satisfaction with current processes and team strengths.
Focus on the highest impact process improvement opportunities, identify objectives, and form a Design Team to tackle the redesign.
Imagine what the future could be by mapping the current process, identifying opportunities for improvement and redesigning the new process.
Analyze and understand what is changing, what is staying the same and what it will take to get there. Develop a plan to manage the transition from the people, content and process points of view.
Determine how to make the improvements ‘stick’ by considering who needs to be empowered. Carefully monitor and support execution. Ongoing commitment will create a culture of continuous improvement.
Helping exceptional leaders through reflection, insights and action.
In today’s complex world, leaders need to be focused, adaptable and continually learning to create sustained success. Our approach to developing leaders starts with a strong fit between a coach and client, creates insights towards specific goals and sets the stage for long-term growth.
A good, trusting ‘fit’ between the coach, the leader and the organization.
A formal Coaching Agreement that specifies the terms of the relationship, including confidentiality.
Assessment tools that are used to establish baseline information about the leader.
The goals of the coaching engagement, including how to measure progress.
Progress towards goals through action-focussed coaching sessions that strengthen the leader’s current and future leadership capacity.
A co-developed “next steps” plan that is a catalyst for the leader’s long-term growth and development.
Seeing and using data in innovative ways.
There is no shortage of data in our world, but there is a shortage of good, concise information for decision making. We use data to create insights that inform decisions and formulate action. Our approach is to understand the questions our clients are asking, determine how best to get to the answers, conduct our data gathering and analysis, and present results in easy-to-use formats.
Identify the core questions to be answered.
Determine the survey methodology that will best and most efficiently seek answers to the core questions.
Conduct statistical analysis, benchmarking, etc. to understand what the data is saying.
Prepare reports and dashboards that convey meaning.
Display results in easy-to-understand, digestible ways.
Create action for improvement.
Helping leaders set a bold course with an aspirational vision, unique purpose, non-negotiable values and well-executed strategies.
A strong, clearly defined, widely shared strategic plan has the potential to lead an organization towards imaginable success. Our approach involves stakeholders and other constituents and helps leaders set direction as we guide them through our inclusive, collaborative process.
Scan external and internal environments. Identify what current realities could affect future opportunities and summarize the strategic issues that must be confronted.
Articulate the organization’s vision, mission and values. Describe in a precisely meaningful way the preferred future, the unique purpose and the beliefs that drive behaviours for the organization as a whole.
Define the specific goals and priorities necessary to achieve the vision and fulfill the mission.
Align the specific actions, accountabilities and resources required to achieve the strategic priorities.
Execute in a planned way that meaningfully brings the strategic plan to life.
Monitor progress through appropriate measuring and reporting tools, course correct where required and celebrate success.
The key to a good meeting is good design and effective facilitation.
The word facilitation is derived from the Latin word, “facilis”, which means “to render less difficult” or “to make easy”. Facilitation is about creating a structure and environment that makes it easy for people to collaborate and problem solve.
Understand the objectives and gain clarity about desired outcomes.
Understand Your Audience
Understand who will be attending in relationship to the context and expected outcomes.
Determine flow, activities, tempo and content that will achieve the objectives.
Deliver the agenda, making adjustments as required.
Evaluate and debrief what worked, what was tricky and what to do differently.