We aim at:
What system of shared beliefs, values and assumptions is currently governing your organization? Is it working for or against your overall organizational goal? Through various tools such as observation, interviews and quantitative data analysis; we tell you the difference between where you are and where you want to be. Together we lay guidelines on what changes to make in order to get there.
Successful organizations shape their culture but don’t let a culture shape the organization. Leading the culture of your organization is critical to effective execution of your strategy. Using a comprehensive and integrated approach, you can shift the behavior of individuals and teams in your organization to create a thriving and high-performance environment.
The aim of transforming an organizations culture is to create one that is enjoyed rather than one that is robotic and unresponsive. Different modes of engagement in different departments may mean different cultures for each. A marketing team needs agility, focus and an entrepreneurial spirit. What would work for the product creation department is innovativeness and boldness. These are just like different parts that need different things but jointly run one thing; which now is the organization.
What are the recorded ‘small wins’ your employees or organization has had? Does a goal achieved by the employee result to profit by the organization. It is important for everyone in an organization to understand how their work supports the short-term and long-term goals of an organization. Employees of an organization have to be on the same page in terms of goals, and working toward similar achievements
Organizations begin with certain ideas in mind. These are the reasons for its existence and problems they set out to solve. Are the reasons still the same or has your organization taken a different path? It is possible for the management of an organization’s to ensure that the work they are doing is progressively fulfilling their mission.
Normally, an organizations success is based on how often their action plan and direction is informed by what they want to become. The key ingredient is almost always missing. It’s not easy to translate large, wide-reaching organizational goals into smaller, everyday tasks while not losing sight of the big picture. However for the ultimate goal of the organization to be achieved, there has to be an established framework.
Performance in an organization is based on whether the management feels that an employee is executing his duties and responsibilities well. Measuring performance provides necessary feedback that the activities may be guided accordingly by allowing managers to implement best practices. Where most organizations need help; is in placing individuals in areas they can perform best so that results of performance measurement are not only good indicators of problem areas but can also guide success.
In order to get any work done in an organization proper means of communication have to be established. What is the current communication strategy and how does it affect your employees? Avoiding communication breakdown from management to employees and clearly establishing what failures resulted from proper lack of communication. Allowing feedback in an organization from all departments makes employees feel respected and in turn motivates them to do what is best for the organization.
Most organizations do the bare minimum when it comes to their employees’ welfare despite the fact that it is directly tied to their productivity. Those that fail to improve job satisfaction are at risk of losing their top talented people to the competition. So how can organizations engage their workforce and do so within their budget? How recognized and rewarded do your employees feel and what changes are viable? Using the right engagement survey and coaching managers can be a step in ensuring a positive work environment for your employees.
While most organizations spend time determining and defining their culture in board rooms, the real image of an organization is held by its clients and customers. Understanding your customers’ expectations and conducting customer surveys is now not enough. Organizations have to be invested in a series of satisfaction measurements and be ready to change the entire customer journey.
The employees and new hires also go a long way in what people say about your product or service outside the organization. If your employees are not your biggest advocate, then your brand loses a customer every time they discuss their workplace. Positive interactions with customers are derived from various things from dealing with their needs professionally to creating personalized services. Having a working customer experience strategy will lead to greater customer loyalty and growth.
To understand how to conduct a value chain analysis, a business must first know what its value chain is. A value chain is the full range of activities — including design, production, marketing and distribution — businesses go through to bring a product or service from conception to delivery. For companies that produce goods, the value chain starts with the raw materials used to make their products, and consists of everything that is added to it before it is sold to consumers.