What is more powerful than a focused, committed, motivated and
inspired group of people working as a team to achieve common goals? We
have helped many Fortune 100 companies to craft their people strategies and can
share our insights with your company. Our offerings include:
Empowered Matrix Management
Executive Development
and Enterprise Development
Collaborative
Performance Systems
Powering
Your Performance Management System
"Linifying" the People
Management Function
Organizational Design
No organization can be
effective in the global business environment without the use of matrix
management. All the research on this topic points decisively to this conclusion.
However, many matrix models create substantial ambiguity around responsibilities
and relationships. Matrix structures must go beyond a generic
sharing of authority and responsibility for those in the matrix. An effective
model must articulate authority and responsibility at a very high level
of detail and precision so that for any given activity, a specific set of roles
and relationships has been pre-defined to optimize performance. We
will show you how to empower your matrix to improve decision speed and quality
and enhance operating performance.
Your leadership development
program should focus more on enterprise development than on executive
development. Today’s leaders must focus their entrepreneurial energies on
enterprise goals and strategies. Embedding the enterprise goals, strategies,
values, philosophies, practices and more into your emerging leaders should be
the central goal of your leadership development activity. Competencies and
capabilities should be thought of as enterprise resources, not the domain of
individual executives. Start with corporate identity, develop core enterprise
elements, and then build leadership development programs that focus on those platforms.
Real performance in today’s
world requires focused collaborative activity, typically across functional and
geographic boundaries. Many of these efforts are focused around short-term projects and
virtual teams. Others are part of ongoing core processes. We will show you how
to design performance systems to maximize the effectiveness of both types of
collaborative activity.
We believe that a truly
effective performance system should have five components:
We will show you frameworks
for incorporating all of these factors into your performance management system.
Many organizations have built
large corporate staffs for managing key human resource management functions. We
know several large companies who have embedded them into line management so that
all of the people management functions are being performed within the line and
not by a separate HR function. With the right HRM architecture and
processes, you too can benefit from "linifying" people management.
Never set off to transform
your organization. Transform your business first and then redesign your
organization based on the realities and requirements of your business model.
We use business-first design methodologies to review your organizational
effectiveness and improve business performance.
