Our consultants can advise you on the design and implementation of change management and career management programmes as well as assist you with the introduction and development of new operational systems.
Our experience will help you dwell in critical issues that might affect productivity and quality in the long term:
- Which is the impact of pre-selecting certain individuals for senior management posts on employee psychology and performance?
- Which is the long term impact of performance related pay on quality work?
- Which are the employee and management recruitment and training criteria?
- Do job descriptions reflect the actual business case or do they refer to an out of date concept?
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We aim at developing both the individual and the team within an organizational setting so that the ideas, the decisions and the actions as a whole, will create value for the customer in an environment, where strategy is evaluated to reflect internal and external changes.
Talent management
- How many times did you trouble yourself with personal conflicts?
- How many times did communication gaps lead to blunders?
- How many opportunities lost?
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Competition exacts flexibility: new products or services, quality, communication and cost reduction; all factors whose effective implementation depends on:
- Different skills amongst management and employees
- Valid and timely exchange of information between departments and people within and outside the organization
- Positive organizational climate that promotes and appreciates diversity
- Customer-centric orientation and outlook
The nature of work has changed too, revealing a critical shift. The days of the industrial revolution with their prescriptive set of repetitive job obligations have led to a more flexible and enlarged concept of work, where individuals are asked to use creativity, commitment and teamwork, maximizing their potential and contribution to organizational targets. Although, companies are so aware of this necessity for change, most of them present immense difficulties in implementing it, confusing middle and line management and staff with battling target and operational guide lines.
The essence of teamwork itself creates discomfort to both employees and managers.
On one hand, it requires from employees to step out of their zone to take new and more responsibilities; on the other, management ‘gives away’ some institutional rights. That of conservative control and image.
Nevertheless, managers are called to view operational issues as people’ issues. This is where our distinctive capability lies:
- How to create a positive and value adding working environment
- Which individuals to employ or promote
- How to improve communication and teamwork
Our consultants will advise and train you on how to analyse job requirements in relation to behavioural and operational aspects, facilitating your efforts in developing a more customer oriented organization.
If you know how the customers judge their moments of truth and how your people communicate and perform, all you need to do, is organize teams and individuals in a way that the right people are engaged into the right type of work.
Our specially designed software, e-interplace®, will help you identify and develop the promising individuals, as well as analyse job aspects and team dynamics. E- interplace® collects information through carefully designed inventories and produces reports for individuals, teams and jobs. Moreover, it is designed for anyone in positions dealing with recruitment, development and promotion of management and staff, who wishes to profile large numbers of people and benefit from the full range of Belbin reports.
In contrast to psychometric tests, our reports are about work behaviour. Thus, you have valuable information to design targeted and customized projects for recruitment, promotion, educational programmes and coaching, adding more credibility with the contribution of ‘observers’, who allow you a 3600 feedback..
Being equipped with Belbin methodology and e-interplace® you are in good position to:
- Understand and manage communicational and operational issues, utilizing and developing the potential of individuals and teams
- Appreciate individual and team profiling that can help you design targeted educational programmes
- Define job requirements and behaviour taking into consideration management and customer information that enable you to create both an authentic customer orientation and a database that can easily be adapted to new standards
- Define skills and capabilities more precisely
- Conduct interviews with sound advice deriving from the candidate’s profile
- Acknowledge the management style adopted by team or department and develop your employees and management accordingly (There are cases where a dynamic management is best for results to be achieved. We suggest that team members should be informed and coached to welcome such a management style, in order to avoid incidents of indirect opposition)
- Uncover the hidden talent of your people, combining intra and extra organizational recruitment initiatives that will preserve and renew organizational knowledge
- Design induction courses that would truly welcome and inform new recruits
- Analyse team composition and design teambuilding training workshops and seminars
- Predict team suitability to projects
- Introduce assessment practises in a more receptive environment
- Create a mindset of value based decision making
- Develop a range of talented and diverse individuals for senior management posts, ensuring succession
Introduction of new operational methods
Our experience has taught us that less than 25% of the organizations that introduce new operational methods succeed in implementing them effectively.
Our consultants will assist you in the identification and analysis of the crucial factors that might hinge implementation, designing along with your team the right communication and employee engagement projects for a positive and comprehensive reception.
Contact us for more information |
