/ People Strategy /

Change Management, Developing Capabilities and Sustainability are built in the
way we work

People
Strategy

Organizations are going through change very rapidly which calls for continuous evolution of Strategy, Structure, Culture and Systems. While Change is inevitable, progress is not. This is due to a variety of different factors like Enterprise Complexity, Environment, Emotions associated with change and the sheer effort and discipline of imagining and thinking through how things will work.

Our approach to Change Management is to take the sting out of the Pain, Set the Thermostat & Balance the Heat and Channelize the Sweat to make it worth the while

Our experience shows that Sustainable Change takes ~3 years to settle in. The value we add is supporting change deployment while making sure, that the ‘sometimes uncomfortable, sometimes painful’ aspects are dealt with openly and constructively, enabling everyone to move forward with clarity and focus.

Continuous Engagement, Open Communication, Building Trust and Developing client capabilities for Sustainability are built in to the way we work.

Culture

Culture consistently ranks as a key shaper of Organization Performance, while Research indicates 80% of Culture Change initiatives are unable to achieve their expected outcomes. Our expertise helps set up your intervention for success. We work to diagnose what’s working well, not working, re-imagining what would work best and linking culture directly to business value. This is done by establishing quantitative & qualitative measurements around key aspects and themes that help clarify interlinkages, consequently thought processes and mindsets.

Some typical comments that we hear from our clients

  • “We want to create business value through a culture of Customer Centricity / Service orientation”
  • “We are looking to build tenacity and persistence to successfully navigate a complex and ambiguous business environment”
  • “People are working in silos, not focussed on the end goal, only looking to achieve individual performance deliverables”
  • “We have changed our strategy, structure and brought in new people at key leadership positions, however there is no change in the way people work, processes are not followed”

Organization Design & Work

Agile organizations continuously evaluate assumptions, operating models and work roles to respond to dynamic market scenarios. We work with the Leadership Team to clarify and create a compelling case for change and cascade it down to operating models, structures and processes to ensure - “Right work at the Right level by applying Right Skills at the Right Cost through an Adequately staffed Structure” Focus on Organization and Shadow Structures makes sure that the real dynamics of how work gets done are covered. Distinguishing between Business, Governance and Organization Structures knits the entire Organization Architecture while addressing the need for checks and balances.

  • Operating Model
    & Structures

    Design variables around aspects like decision making, accountabilities and capabilities are merged with business strategy to direct organization efforts and reinforce enterprise and business unit specific goals

  • Governance

    Harmonizing different and competing requirements, to drive agendas and checks

  • Job Evaluation

    Our proprietary, rigorously researched Tool takes in to account how individuals process information and complexity. Scaling up factors such as decision making, complexity and capability to create conditions for ‘flow’

  • Role Fitment

    Combined with our expertise in Assessing and Developing Potential, we help Organizations unlock capabilities for Growth and Value Creation

HREffectiveness

With changing business models, HR teams are required to constantly examine the value add and services being provided. We work with HR teams to define strategies, reorganize structure, recast roles and capabilities to changing requirements. Some of the key HR processes & systems where we support our clients are Performance Management System, Goal Deployment, Policy Design, Development Mechanisms and Compensation & Reward Structuring

Key aspects include

  • HR Strategy

    Developing a benchmarked, business value led strategy, creating a business case for change and aligning the leadership team to a strategy

  • HR Operating
    Model &
    Structure

    Analysing and creating models and options with implications and requirements

  • HR Systems &
    Processes

    Redesign that drives simplicity and value, Transition and Building capability to operate and sustain

Performance & Rewards

A strong case for change in Performance Management has emerged, with companies increasingly searching for newer ways measure and reward performance, more suited to the requirements of a diverse workforce, way of working and disruptive environments.

Our solutions are geared towards

  • Diagnosing the
    effectiveness of
    existing Performance
    Systems and their
    consequences
  • Recrafting Goals and
    KPIs to reflect
    business realities
  • Redesigned Systems
    that encourage and
    reward desired
    behaviours
  • Performance linked
    flexible reward plans that
    reward the ‘What’ & ‘How’ and
    Team Contributions

We build buy-in and agreement for these systems through a continuous focus on Developing Performance rather than Managing Performance, Driving themes of Ownership and Self-managed stretch and removing the ‘forced’ from Rating Distribution.

Talent Planning & Succession

The quality of Talent is reflected in the character & achievements of the organization.



Attracting, Retaining and Developing talent has become the No #1 concern of Leaders. A talent strategy is not enough to address ‘Right Talent at the Right Place at the Right Time’. Forecasting the requisite Workforce Mix to Making informed decisions at the time of Hiring, Promotions and Lateral movements would determine the future of the Organization.

Key facets include

  • Skill Audits and Implications to understand and build a common vision of future capabilities
  • Hi Potential Assessment and Development which can vary from an enterprise solution to a DIY approach
  • Career Paths & Succession Framework to develop a strong talent pipeline
  • Aligning key Governance and HR Policies, Practices and Systems that keeps Talent at the centre for critical business discussions and decisions
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