Organizational Performance

When you apply the best organizational performance practices, you create the workforce you need to deliver on the strategy you want to achieve.

This includes upgrading innovation, efficiency, target-hitting accuracy,
speed of change, and agility while building a customer-focused culture.

How We Help Your Company Up-level
Organizational Performance:

Organizational Design

Most companies have had at least one or more organizational redesigns in the last few years. Many expect constant change to be the norm in the future. Evaluating organizational structure, business processes and people regularly allow companies to identify risks to changing priorities and make timely adjustments.

Our OD initiatives focus on supporting strategy implementation, reducing costs and improving efficiency and quality. We zero in on reporting relationships, operations, job design, workflow, ownership or other structures of the organization, business unit or function.

Our Organizational Design solutions will help your organization:

  • Determine objectives, operating principles and KPIs.
  • Track progress and measure impact.
  • Drive organization restructures and establish underpinning design principles.
  • Manage collaborative management processes, metrics and analytics, and decision rights.
  • Work with stakeholders and subject matter experts to identify needs, issues and opportunities.
  • Support leader success with expectations, tools, and skills.
  • Identify critical roles, gaps, overlaps, headcount requirements, and opportunities for efficiencies.
  • Build internal organizational design capability.
  • Align structure to cultural requirements, leadership styles and desired behaviors.
  • Provide training, coaching, tools, and methodology to create internal capability.
  • Develop structure design options and facilitate decision making working sessions.
  • Reduce complexity and introduce center-led, interdependent networks for innovation.
  • Streamline functions following Mergers and Acquisitions.
  • Activate new operating models and design customer-centric, team-based organizations.
  • Evaluate and develop governance processes.
  • Identify challenge areas in structure, linkages, or culture.
  • Implement planning and transitioning arrangements.
  • Define criteria to guide the design process.
  • Partner with the HR function to support design and delivery of new structures.
  • Reveal and tap into informal communities the company shares information and knowledge with.
  • Develop functional and departmental visions and strategies.
  • Enable enterprise-wide collaboration and achieving large-scale collaboration across the business.
  • Guide change management processes and communications for successful implementation.
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Performance Management

Performance management is the act of engaging with an employee to review their ongoing workplace performance and development. Performance management strategy combines information collection through monitoring goals, feedback, and discussions.

Organizations must develop talent, increase individual performance, and remove barriers to success. They can accomplish this by analyzing strengths, recognizing growth potential and development, and learning from their mistakes.

But this is easier said than done.

Our Performance Management solutions will help your organization:

  • Unlock the potential of your talent to bring you closer to your people and develop solutions.
  • Design a targeted competency framework.
  • Drive business forward with measurement, feedback and positive reinforcement.
  • Specify the required knowledge, skills, abilities and behaviors for the evaluation system.
  • Identify critical success factors and performance indicators for job positions and departments.
  • Facilitate the relevant learning sessions for the effective implementation of the systems.
  • Design annual and interim systems for evaluating the performance and the potential of people.
  • Design 360° feedback schemes for the management team to obtain feedback.
  • Align systems with L&D activities and reward and recognition practices.
  • Link practices directly with career and personal development opportunities.
  • Analyze personal feedback reports from subordinates, peers and external associates.
  • Support change management process to ensure successful implementation.
  • Create relevant completion guidelines including self-evaluation and KPIs for analyzing results.
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Total Rewards

To stay ahead of the competition, you must do an in-depth review of your reward strategies and programs.  It is a critical component to help ensure that they remain aligned with your current business objectives and help position your business for renewed growth and competitive advantage.

With the proper systems in place, you can develop innovative programs that are fact-based, drive productivity and retain talent.

Our Total Rewards solutions will help your organization:

  • Conduct salary surveys and identify market trends.
  • Establish an equitable platform of job grades, families, hierarchical levels and salary grading.
  • Engage in comparative analysis of total remuneration packages.
  • Design a flexible benefits matrix, with the specifics of your organization and financial indicators.
  • Design a Compensation & Rewards Strategy to support the achievement of corporate objectives.
  • Create processes to reward talent and critical workforce segments.
  • Design reward and incentive schemes, including bonus, commission and awards.
  • Provide guidance and support for the effective implementation of the systems.
  • Conduct job evaluation and determine the impact level and relative size of individual jobs.
  • Align reward and recognition practices with the corporate strategy and individuals’ performance.
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Engagement
& Retention

Satisfied employees have positive work attitudes. But, engaged employees have an emotional commitment to their work and organization, leading to heightened performance and productivity.

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Our Engagement & Retention solutions will help your organization:

  • Diagnose engagement levels, enable understanding of drivers, and prioritize engagement.
  • Target action plans based on critical and at-risk employee segments.
  • Demonstrate the impact of engagement on revenue, profit, and customer satisfaction.
  • Analyze how employees can increase contribution to the organization using existing strengths.
  • Build organization-wide support and participation in engagement strategy.
  • Identify solutions to consider development opportunities targeted at specific skill gaps.
  • Incorporate past, present, and future measures into employee engagement assessment.
  • Select development activities that tackle individual skill gaps considering career goals and needs.
  • Prioritize engagement efforts by employee segment rather than a one-size-fits-all approach.
  • Establish specific development goals and communicate explicitly to employees.
  • Refocus engagement action plans away from the present to build engagement long term.
  • Identify the impact of development areas on business results.
  • Incorporate managers and the organization’s capabilities in your engagement strategy.
  • Illustrate potential gains to the business resulting from completion of development plans.
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HR Metrics
& Analytics

The Human Resources measurement space has evolved rapidly. This change has brought the availability of increasingly sophisticated tools, new frameworks, a broader range of required talent within HR, and greater opportunities to directly impact businesses. While most organizations now measure ‘something’ within HR, what we often find missing is a definitive standard around defining, selecting, analyzing, and taking action on HR metrics.

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Our HR Metrics & Analytics solutions will help your organization:

  • Conduct internal/external research, document formulas, systems, and ongoing monitoring.
  • Create a Book of HR Metrics/Analytics for all areas of the business.
  • Develop a strategic metrics process to align HR metrics with overall business goals.
  • Create a leadership effectiveness scorecard beyond traditional measures of leadership readiness.
  • Map corporate level objectives into an overall Key Performance Indicators template.
  • Measure leaders against a handful of strategy-critical, business-related outcomes.
  • Translate overall KPIs into high-level HR KPIs.
  • Develop a more comprehensive view of organizational leadership capability.
  • Create drill down options for access to charts with information regarding specific metrics items.
  • Perform a Leadership audit to assess employee perceptions of leadership effectiveness.
  • Develop measurement standards and Measure Profiles that establish formulas understanding.
  • Ensure Leadership audit scores represent a measure of organizational leadership effectiveness.
  • Design Measure Profiles that provide analytical context, interpret results, and identify data.
  • Identify and respond to risks and opportunities that impact organizational outcomes.
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Bring Your Organizational
Performance to The Next Level

GET STARTED

YOU’RE READY TO BEGIN YOUR PATH TO SUCCESS.

If you are a leader who wants to achieve more success at work as well as at home, you need to read more. Why? Because leaders are readers. That’s why we read hundreds of books every year… But we only recommend the best of the best. Subscribe to our FREE Book Club to gain exclusive access to our list of the top 20 books we’ve read for the past 13 years! You’ll receive special gifts when you sign up designed to help you apply your learning from day one and hit the ground running.

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Join our book club

If you are a leader who wants to achieve more success at work as well as at home, 
you need to read more. Why? Because leaders are readers.

That’s why we read hundreds of books every year… But we only recommend the best of the best. 
Subscribe to our FREE Book Club to gain exclusive access to our list of the 
top 20 books we’ve read for the past 13 years!

You’ll receive special gifts when you sign up 
designed to help you apply your learning from day one 
and hit the ground running.

Sign Up Now

What We Do

Leadership & Talent
Strategic HR
Organizational Performance

How We Do It

Consulting
Coaching
Development
Assessments
ALPR

Learn From Us

Book Club

Academies

Leadership Academy
Strategic HR Academy –
(Coming Soon)

About Us

Who We Are
Who We’ve Helped
Contact Us

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