Organisational Services
Organisations need to ensure they gain a competitive advantage in order to survive the turbulent business environments characterising today’s world of work.
During organisational consultation I work closely with top managent to gain an understanding of the expected outcomes.The typical process I usually follow with organisational consultations are:
- Diagnosing organisational problems and information gathering
- Planning appropriate interventions
- Conducting a needs and risk analysis
- Assessing client requirements and priorities
- Defining and setting the goals and objectives for the intervention
- Defining and setting the expected outcomes
- Communicating the goals and objectives of the intervention effectively to all levels of the organisation
- Identifying criteria for the effectiveness of the interventions and goal achievement
- Evaluating the outcomes and results of the intervention
“The only real difference between one organisation and another is the performance of its people. “
Peter F. Drucker
Typical organisational interventions
Strategic planning
During strategic planning interventions, an organisation’s strategy is assessed and evaluated in line with their mission, vision, goals and objectives. An intervention would include changes to the strategy, reviewing at the goals and objectives and the direction the organisation want to pursue.
An intervention will start with the organisational goals and objectives, and will then also be implemented at team and individual level as well. Organisational policies, procedures and processes will also be evaluated to fit in with the organisational strategy
Leadership development
Cultivating leaders that are equipped to drive high levels of innovation within a business informs the leadership interventions I conduct within organisations.
Leaders need to be innovative who think differently and “out of the box” to solve problems innovatively and create an environment of trust and engagement.
The leadership development interventions I use focus on developing leadership skills, styles and development of the individual. The focus is also on personal introspection, improving strengths and identifying potential leadership blindspots. I work closely with individuals with a personalised plan of improvement and leadership development that will result in more effective team performance.
Selection and recruitment
The recruitment and selection process is one of the most important processes to ensure the right people are hired for the right position and that they are a good fit for the organisational culture.
During the recruitment and selection process, I work closely with the human resources department to get a thorough understanding of job competency profile and then tailor the psychometric assessments that will be conducted so ensure it complies with the Employment Equity Act and ensure fairness in the selection and recruitment process, as well as ensuring it complies with organisational policies, procedures and requirements .
The screening process might have different stages, and this process will ensure to maximise the probability of hiring the right talent. The process I use have proven success to appointing talent that is mutually beneficial for all stakeholders involved.
Performance management
Performance and performance management is one aspect of organisational consulting I am extremely passionate about. I know from experience that performance management is one of the most negative experienced processes for all individuals involved, from the employee to their supervisors/line managers to top management.
Interventions addressing performance and performance management will aim to diagnose the challenges experienced with performance and the performance management system. I will then design interventions aimed to empower the organisation, teams and individuals to improve performance, ultimately contributing to achieving the goals and objectives of the organisation and creating a culture of high performance that provides psychological safety and where development is a priority for all employees.
Talent management
Talent management is also a very important aspect within any organisation. The human factor within an organisation is one of the key components resulting in competitive advantage. Talent management interventions evaluate policies of the development of employees, organisational structure, identification of talent and potential and programmes to develop potential in employees in order to have a pool of employees ready for promotion should key employees leave. This enables the key operations to continue without interruptions and personnel shortage
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Address
19 Saffier street, Wilkoppies, Klerksdorp
Hours
Mon – Fri: 9am – 6pm
Saturdays: 9am – 3m