You and your organization gain perspective on the roots of the problem, the area of opportunity and change. Rather than merely addressing an issue, as it is obvious, the research process allows us to design and determine which intervention would best lead your organization to its desired state. Academic to our desire to become thought leaders, dedicated to the truth and making plans happen, research and option design are rigidly done at every intervention and as an essential component of our knowledge management process.
Our research discipline and practice ensures the quality, timeliness, and circumspectness of every thought and principle that make up for the content and process of our intervention.
To get to where you want to be, assessing and addressing competency gaps is necessary. It is through an educational curriculum designed to meet the needs of your organization that the process of improvement begins, may it be in the individual, team, or organizational level. The education curriculum is designed to bridge the organizational gaps in knowledge, attitudes, skills, habits and experiences (KASHE) – eliminating excuses for not adding value to the desired organizational change and directions while ensuring the building of new and additional organizational capabilities.
Education includes learning before doing, while doing, and after doing. It requires a communication plan that is meant to support and drumbeat gains from the intervention while keeping the organizational steam. It provides for the broader boundaries of performing given roles, responsibilities and accountabilities. The Education Phase also explores and exploits possibilities and risks – anticipating barriers and reinforcers to the successful execution of plans, alignment, and deployment. It certainly improves the quality of the organizational decision making, considering that every management team at each level of the company is an assembly line for providing quality decision. Indeed, a DECISION FACTORY – one that is a definitive role of management in a highly disruptive environment.
Improvements do not equate to the eradication of old practices, processes or systems. We bring to line your organizations leadership, strategy, structures, systems/processes, culture and people to your organizations vision, mission, operating principles and values through the REMOVAL OF BARRIERS AND THE INSTITUTIONALIZATION OF REINFORCERS. Alignment creates focus and coordination across the most complex organization making it a lot easier to identify and realize synergies. It clarifies boundaries and defines what is as much as what is not. It sets the parameters for what are non-negotiables in having to think, say or do to make plans happen and results attained.
Your intervention comes to fruition when processes to support the change and/or renewal are established, practiced and managed. We induct clients on how to monitor these processes all together through a well-designed Management Planning and Control Process that cuts across different levels of the client’s organization. Deployment hones the organization’s overall capacity to ignite action and make plans happen. Deployment directs Management’s efforts and attention on those process and steps in the processes that directly impact the achievement of desired results, particularly in the established scorecards including KRA’s and KPI’s.
Organizations constantly grow and change; these changes affect every section of the business. Surveillance is the close supervision and observation of how consistently the whole organization is responding and performing according to plans. We look at the new challenges and update data, information, and knowledge that could hasten the achievement of your goals and objectives ensuring that we are there as you cross thresholds and transform your organization.