THE CHANGEMAKER EFFECT
An analysis of the current organisation design to ensure it is fit for purpose for the current business strategy. New structural recommendations will be made to deliver optimal productivity and reduce costs. Accountability frameworks will be completed for all roles to create clear boundaries and avoid overlap.
‘Complexipacity’ assessments are completed to inform superior recruitment and succession plans, underpin individual development, eliminate the need for most formal disciplinary or grievance activity, resolve most pay disputes, ensure better mediation outcomes and assist with career transitions (outplacement).
Assemble fit for purpose leadership, functional and cross functional project teams that are geared for growth, gather robust human capital due diligence to inform investment decisions and ensure cost effective team integration in the case of mergers and acquisitions.
The co-creation of a behavioural framework to ensure ongoing cultural fit which when used together with individual assessments will eliminate the majority of recruitment errors.
FUTURE LEADERSHIP DEVELOPMENT
The development of group programmes to support transitions at the operational levels and one on one programmes for transitions at the strategic levels.
A full review of fixed pay, variable pay and all non-financial benefits with recommendations intrinsically linked to talent management.
CAREER PLANNING AND TRANSITIONS
An assessment, a new CV incorporating the ‘complexipacity’ assessment output and ongoing support.
Training for Senior, HR, Line Managers and Consultants to be able to complete the ‘Reveal Developmental Potential’ semi structured interview.