Development of constructive culture in order to improve organizational performance
Organizational performance is determined by both operational structure and organizational culture.
Our organizational development consultants can assist you in developing a constructive organizational culture that is characterized by highly motivated people and job satisfaction, and cooperation, customer focus, high quality of service and products on the organizational and group levels.
Our organizational development activities are based on the application of the Human Synergistics (HSI) methodology
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Creation of a realistic vision and strategy supported throughout the organization
If you're asked the following question, "Does your organization have a strategy, if so, is it known, followed and supported?" and your answer is, "partially" to any part of it, then your organization's vision and strategy creation process is worth reviewing.
The development of an organization's strategy is like a waterfall. Upper management determines strategic objectives then it has to provide lower organizational levels the opportunity to understand, consider and internalize the strategy. The organization is imbued with this process and starts to operate according to the strategy.
Our consultants assist you in the strategy creation process and its support using organizational development methods and techniques.
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Development of human resources processes and systems
The main characteristic of companies in knowledge intensive industries is that their special competitive advantage is given by the knowledge, skills and competencies of their employees. What can HR do in order to keep this treasure in the long run based on a win-win relationship?
Our objective is to assist our clients in their effort to design HR processes and systems (selection, integration, orientation, dismissal, career management, performance management, training and development systems, remuneration) that are mutually beneficial to the organization and its employees.
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Leadership Development
If the company gets into a difficult position, both employees and owners agree that "there's something wrong with management". Often "wrong" means different things for different parties and the expectations behind the word "management" also differ considerably. This conflict is truly felt by the leader stuck between a rock and a hard place. We help companies and their leaders to adapt to the requirements of accelerating development and continuous change by clarifying current situation and by jointly identifying areas for intervention (what to change: management tools and style, processes, authority and incentives, HR systems, etc.).
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Development of new management talent
In organizations where conscious career management is common practice, one of the high priority areas is the preparation of to-be managers to their new roles. What can candidates expect and what are the expectations towards them? In which management roles do they excel and which need improvement? What does emotional intelligence mean in a leader's day-to-day work? How can they improve decision-making, communications and motivational skills? How is their preparation supported by the organization? How can they prepare themselves for stress management? At our clients, we elaborate the answers to the above questions on individual and organizational levels.
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Development of Customer Focus
"The customer is king!" - How can employees radiate this truly from within? The answer can be different for top management, for those responsible for employee selection, or middle management and for those in direct contact with customers. We work together with our clients to fill this slogan with content for each and every employee of the company and so that customers do really feel they're the most important, they are king.
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Improvement of inter-organizational cooperation
In case of implementation of complex projects where close cooperation of more companies is required there are often misunderstandings and blaming each other that negatively impact processes. Reasons are mainly due to unconscious perceptions and assumptions deriving from previously not clarified expectations, norms and framework. The solution to these situations is not a legal one but consciously structured communications where parties collectively look into relevant problems establishing a basis for cooperation. Our consultants help create the framework for this cooperation.
