- USE A MEASURABLE SCIENTIFIC METHOD TO TRANSFORM CULTURE & VALUES
- IDENTIFY SPECIFIC PERSONS; LOCATIONS, REASONS MAKING CULTURE TOXIC CREATE AN AUTOMATED
- DISCREET DAILY ENGAGEMENT MEASUREMENT SYSTEM
- ENHANCE YOUR EVP ATTRACTIVENESS
- CREATE A CULTURE & ENGAGEMENT PLAYBOOK FOR LEADERS, AND MEASURE THEM
ENTERPRIZE KNOWLEDGE MANAGEMENT
- MOVE FROM TRAINING TO STRATEGIC HUMAN DEVELOPMENT
- ILM CERTIFY YOUR PROGRAMS OR L&D DEPARTMENT
- STOP ENTERPRIZE KNOWLEDGE LEAKAGE FROM ATTTRITION
- INCREASE LMS USAGE ADOPTION
- DISCOVER SOLUTIONS WHEN L&D BUDGETS ARE CONSTRAINED
CULTURE ENGAGEMENT EMPLOYER BRAND
CHANGE MANAGEMENT & AGILITY
- CREATE A PROACTIVE PERMANENT CHANGE NETWORK TO SEEK & PIVOT TO SWOT
- REDUCE CHANGE PROJECT IMPLEMENTATION TIME AND COST UP TO 30%
- ENSURE FORECASTED CHANGE BENEFITS ARE REALIZED
- NAVIGATE THE HAZARDS OF CHANGE: RESISTENCE; PRODUCTIVITY LOSS ; ANXIETY
- FACING AN M&A? PREPARE DILLIGENCE & INTEGRATION FOR FOR PEOPLE FACTORS
TALENT MANAGEMENT
- HARNESS A.I TO IMPROVE HIRING ACCURACY FROM 30-50%
- EXPLOIT NEW TALENT POOLS
- ACCELERATE WORKFORCE NATTIONALIZATION
- HARNESS HIGHLY SKILLED ‘GIG WORKERS’ AT LOW RISK AND COST
- CREATE AN INTEGRATED FULL TALENT CYCLE STRATEGY
- MITIGATE RISK OF CRITICAL ROLES; SCARCE SKILLSETS AND HIRE FOR AGILITY
ORGANIZATIONAL DESIGN & RESTRUCTURING
- OPTIMIZE STRUCTURE AND STRESS-TESTI IT VERSUS RISK EVENT SCENARIOS
- CRAFT RAPIDLY-DEPLOYABLE ‘PLAN B’ STRUCTURES WITH IMPLEMENTATION MAPS
- MANAGE RATIONALIZATION & JOB ROLE EXPANSION
- RIGHT-SIZE & RIGHT-STRUCTURE YOUR STRUCTURE VS OBJECTIVES AND REALITIES
- CREATE A STRUCTURE THAT CAN RESPOND QUICKER TO CHANGE DEMANDS
MERGERS & ACQUISITIONS H.R STRATEGY
- CRAFT AN INTEGRATED PLAN FROM DILLIGENCE TO INTEGRATION
- ENSURE THAT FORECASTED M&A BENEFITS MATERIALIZE
- MANAGE B.A.U, ATTRITION, MORALE.
- ASSIST PEOPLE THROUGH THE CHANGE CURVE
STRATEGY ALIGNMENT & ENABLEMENT
- CONDUCT ORG. READINESS ANALYSIS TO EXECUTE STRATEGY
- RENDER A PLAN TO ADDRESS GAPS
- CASCADE AND TRANSLATE AND STRATEGY ORG. SCORECARD DOWN THE HEIRARCHY
- DEVELOP A PORTFOLIO OF PROJECTS AND CHANGE TEAMS TO SUPPORT STRATEGY
- DEFINE ALTERNATIVE PATHWAYS TO MANAGE M&A DISRUPTION
H.R TRANSFORMATION
- RENDER A STRATEGY FOR H.R SERVICES IMPROVEMENT
- DEFINE AND EXECUTE A DIGITAL TRANSFORMATION STRATEGY
- ALIGN HR POLICIES & PROCEDURES WITH VALUE CHANGES; EVP AND M&As
- DEFINE AND EXECUTE OUTSOURCING AND CLOUD SERVICES STRATEGIES
- TRANSITION FROM OPERATIONAL H.R TO A STRATEGIC ORGANISATION DRIVER
LEADERSHIP DEVELOPMENT
- CREATE A LEADERSHIP / COACHING / MENTORING PROGRAM WITHIN 1 MONTHS CONDUCT A LEADERSHIP
- REVIEW & INVENTORY
- DEVELOP CONTEMPORARY C-SUITE TRANSFORMATIONAL SKILLS FOR SENIORS