What we do.
Start small, by attending to a few immediate obstacles in people and organizational structure.
Then set the table for long-term success.
Organizational Strategy & Design
Set the table for sustained financial and cultural success ahead of hypergrowth, market shifts, or mass restructuring.
Simplify processes in talent management and deployment, cross-functional collaboration, job architecture, and the systems and software that organize them.
Rather than reset the deck, we identify and implement key refinements into existing processes that address resource misallocation, overinvestment, and operational risks and inefficiencies.
Transformation & Change
Mitigate disruption, burnout, and turnover by consistently addressing evolving needs ‘in-house’.
Create continual win-win outcomes by better-aligning talent management and learning initiatives with evolving organizational revenue and cultural goals.
As organizational needs evolve, establishing formalized pathways for cross-functional growth ensures workforce adaptability and effectiveness while demonstrating to staff that they are valued and supported and that their capacity to contribute is boundless. Often, this may include job growth rotations, stretch assignments, and new mentor-mentee relationship initiatives.
Leadership Development
Measurably improve communication, employee relations, and the executive presence of your leadership teams.
Develop leaders’ skills and experience to better adapt to changing organizational goals while training them to better relate to and communicate with their staff.
Through organizationally aligned coaching and development programs, leaders are trained to strengthen self-awareness around personal biases, blindspots, triggers, and patterns that damage employee confidence and trust, and their ability to advance within their career. This investment often creates a ‘network effect’ significantly reducing burnout, conflict, and turnover-associated costs across their teams.
Team Performance & Engagement
Overcome resistance and underperformance in teams through personal-developmental recognition and reward.
Expanding incentive practices and development programs to recognize and reward staff for working through their burdens and supporting colleagues with theirs creates a massive cultural network effect.
Rather than individual coaching, we focus on collectively training teams to standardize a common emotional language to create more intentional constructive communication, effectively support peers, and develop a community of psychological safety. Unsurprisingly staff fight harder, care more, and their capacity to consistently perform quantifiably improves.
Talent Assessment
Identify high performers, talent gaps, sunk investments, and personnel trends.
Leveraging AI technology and highly regarded and under-utilized principles within contemporary psychology and psychotherapy, capture new quantitative and qualitative data insights to proactively address questions on performance, advancement, succession, and retention.
As the psychographic and emotional make-up of your talent is simplified and condensed, use the information to bridge ‘fit’ gaps between employees and departmental needs.
Check out a summarized example of our work with Microsoft, developing high-potential leaders post M&A.
