We help clarify strategy, focus on the highest priority sources of value
and align capabilities, processes and people to deliver
sustainable, profitable growth.
In most businesses there are a few critical value drivers (capabilities and processes) that deserve management's greatest focus and attention.
In the absence of strategic clarity most people will default to doing what they think is right, whether or not it is consistent with the company's strategy.
Saying it and doing are two different things. Anticipate unintended consequences.
Keep it simple, keep it consistent. One and done doesn’t work.
Make the future meaningful to employees.
A winning strategy is only useful if you have people who can execute it and an organization design that reflects how people truly interact.
It’s critical that all of your talent practices are integrated, from recruitment to selection, on-boarding, performance management, development, succession planning and rewards.
Strategic Workforce Plan – Strategy to Actions
Manage your human capital like a strategic asset:
Place responsibility for strategic workforce plan preparation, review and follow through with Senior Leaders
Regularly measure its strengths and weaknesses
Identify critical gaps
Take necessary actions to ensure you have the bench talent you need to run the business
Take real actions real-time and follow through on each
The key is creating full alignment between an organization’s strategic business objectives and their structure. The result is more streamlined operations, better integration and improved business results. Organizational success depends on having the right structure, processes, technology and people working together in an integrated manner:
Talent Acquisition Strategy
Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire co-workers and customers:
Behind every successful business is a vibrant dynamic culture that engages and energizes employees. In almost every case, that culture has been defined, shaped and personified by the organization:
Employee Value Proposition
Aligned Incentive Program
It is critical to have the right people in the right roles with right skills at the right time. Begin by establishing talent expectations for each key role, set the bar high based on business need and not on the current talent pool capability. Provide real-time, candid feedback focused on improvement and stretch: