Management Consulting & Organisational Development
Strategic Human Capital Consulting focuses on the strategic role of people in the success of organisations. We design, facilitate and implement creative and innovative people strategies and solutions that support our clients’ business strategies. Organisations are complex integrated systems and the work Strategic Human Capital Consulting does naturally overlaps with foundational business strategy, positioning and whole systems transformation issues.
Creative human capital strategies, programmes and interventions are the most critical yet often undervalued levers for achieving organisational strategies and growth in a knowledge economy. 
Whole System Strategic Analysis
Successful strategies are data driven and have buy in from everyone. As certified providers of the world-renowned Barrett Values Centre Culture Transformation Tools (CTT), we have access to a comprehensive range of diagnostic tools that enable us to strategically analyse, assess and monitor organisations across a range of criteria, which include:
* current and desired levels of organisational maturity and consciousness;
* organisational health as measured though the presence of healthy versus potentially limiting organisational values;
* the financial impact of the potentially limiting values identified;
* experienced versus desired organisational culture; and
* organisational and individual values and behaviours.
The assessment tools are customisable and easily accessible via a web interface and reports can be prepared to compare the outcomes for different demographic groups/ levels etc. The outcomes are used to direct and guide the design of strategies and organisational transformation programmes.
Strategy Facilitation: 4-Quadrant Strategic Alignment
The objective input of an external facilitator can add great value to a strategic planning process. Drawing on a wide spectrum of facilitation techniques and strategy/ transformation models, we custom design the process in collaboration with management to ensure that the desired outcomes are achieved. Whether for re-focusing the organisation or as part of a clean-slate approach to strategic planning, we often introduce four quadrant strategic alignment models for:
* Strategy: direction alignment;
* Culture: alignment of the organisational container and soul; and
* Action: alignment of action plans, efforts, activities, processes and procedures.
Organisational Development (OD): Transformation
Historically, organisational transformation has often incorrectly been seen as a change or right-sizing process. However, transformation should rightly be part of the organisation’s continuous evolution to adapt and grow towards balanced maturity and success. To achieve this we assist organisations with a metric-driven holistic approach for reviewing, balancing and aligning: strategic direction (mission & vision); culture (leadership, people & values); and action (strategies & action plans). We draw from a spectrum of appropriate world best-practice tools and models.
Analysis & Design: Human Capital Strategies
An organisation’s market value is ostensibly determined by the market’s perception of a group of factors including the quality of a company’s employees and its collective intellectual capacity – this places people at the core of business strategy.
The inability to successfully align employees’ efforts to achieve business strategies can often be attributed to the absence of a systems approach to strategy and/or a comprehensive strategic human capital plan and programmes that support business strategies. We assist senior management in crafting appropriate people strategies through an in-depth process of analysing existing values, culture, processes and programmes.
Mergers & Acquisitions
More than 70% of mergers and acquisitions fail – primarily due to the inappropriate management and integration of people and leadership issues. We provide strategic guidance and management support to increase the probability of post-merger success. This means getting involved as part of the due diligence team, helping to design the integration and staying involved through the implementation to ensure a successful transition. In the due diligence phase we will, among others, objectively assess the compatibility of organisational cultures through a data driven approach.