Organisational Design and Facilitation

Our portfolio of training and development events are focused on equipping and empowering the workforce of the future. With a passion for personal wellbeing and organisational effectiveness we provide a balanced blend of courses to meet your needs.

Have you ever wondered why your reward strategy seems not to be aligned to your performance management approach? In many cases companies develop these processes independently and never review them. We understand that you may have resource challenges and we are here to help.

Data-informed decision making improves outcomes for organisations over the long term. Whether this is by establishing a baseline for Diversity and inclusion, carrying out your first ethnicity pay gap analysis or completing an equality impact assessment on a change project, we understand data and can support you. We have a range of templates and tools which we share and use during our assessments.

We are concerned that not all organisations have the resources to keep abreast with or effectively address the changing landscape of employment law, data protection and TUPE. We have a proven track record of managing redundancy proceedings in a fair and sensitive manner, ensuring that values sit front and centre during a difficult time for all.

Recent debates on the efficacy of unconscious bias training highlights a few points. Firstly, training alone is not transformational enough. Furthermore, lack of coherence or consistency of approach disenables culture change. Our tried and tested Conscious Inclusion Framework understands the complexity of diversity and inclusion in the workplace and seeks to address it systematically.

Whether you wish to have leadership at all levels or are an organisation with a hierarchical structure, 90% of senior leaders identify leadership as their main organisational issue. However, just 10% feel ready to address this perceived leadership capability gap. In the absence of clear leadership attributes and behavioural competencies, new leaders struggle to face the challenges of an increasingly complex and diverse workforce.

Globally, it is estimated that just 13% of employees are engaged at work! I believe as an employer or employee you would think, ‘That should not be the case’. Think about the exponential rise is productivity if you could spin this around such that you have 13% or less of your employees disengaged or not fully engaged in their work. That raises the question, ‘What can you do to achieve this improvement in engagement and experience?’

Many companies thrived historically by having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success. However, there is increasing evidence from occupational psychology that this approach can be harmful for productivity in the long run, with measurable impact on engagement levels and staff wellbeing. Furthermore, when you explore new markets or opportunities, as the workplace becomes increasingly diverse, is your culture still appropriate and relevant to sustain growth?