Products and Services

Performance Management

Performance management is a process and culture that ensures that people are empowered and enabled to perform against agreed output and behaviour expectations.

Managing performance requires us to reconcile caring for and developing our people with ensuring that organisational purpose, objectives, targets and aims are achieved.

We conduct workshop on performance management for all employees at all levels. These sessions introduces performance management to employees including elements of the balanced scorecard, alignment to Departmental/Divisional scorecards/plans which are aligned to organisation strategy and scorecard.

Leadership Development

Leadership is key to driving excellence, change and transformation as well as drive on organisation’s strategy. Our leadership programme is an engaging, experiential programme which incorporates theory and best practices and practical projects that have been carefully selected and structured to empower current and future leaders to lead effectively. It contains practical tools, insights and guides on the key competencies of effective leaders. Delegates are challenged to go beyond their comfort zones in pursuit of excellence and delivery.

Organisation Culture Development and Transformation

How strong is your organisation culture? To what extent does the culture support organizational agility? Organizational culture encompasses values and behaviours that "contribute to the unique social and psychological environment of an organization". According to Needle organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits.

We use the internationally best practice Orxestra approach, methodology and tools to define existing company culture and to define a desire culture for the organisation.

Employee Satisfaction Survey

How happy are you employees, how satisfied are they to be part of your company, what is the culture of your organization, are you the best company to work for?

These are some of the questions that leaders and human resource practitioners should be asking themselves regularly. These impact on your employee retention. The dimensions measures including leadership, strategy alignment, communication and many other critical elements that affect employees in a company.

Strategy Facilitation and Roll Out

Strategy formulation refers to the process of choosing the most appropriate course of action for the realization of organizational goals and objectives and thereby achieving the organizational vision. There are certain key elements to the strategy that need to be in place.

Our approach is that strategy formulation needs to be an inclusive process. This is key as it has a huge impact in ensuring buy-in as well as roll out and implementation. We ensure that there are clear strategic focus areas and strategic objectives. The finalised approved strategy gets converted into key performance areas for Job holders. Departmental scorecards are crafted aligned to organisational scorecard within the balanced scorecard framework.

Customer Service Training

In order to enable maximum sustained growth and customer delivery, we need to ensure that efficiency in processes, policies and practices in the organisaiton. This will be further enhanced if you have managed to balance and integrate people competence and process efficiency as the two key drivers of effective performance.

Considerations

  • Why do we need to review how we service our customers?
  • What are the bottlenecks to remarkable customer experience?
  • Agree on competencies required to deliver world class service
  • Identify quick wins to improve customer service

 

Change Management and Values Alignment

Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

Some of the key deliverables:

  • to create awareness of the need for change and acceptance of the new
  • to identify behaviours that will foster a new culture
  • to enable leadership to build, enable and role model a ‘new culture’

It is necessary to build the organisation’s capacity for change by implementing a change infrastructure, which in this case will be the Change Agents, Champions o Ambassadors.

Financial Life Skills

Financial life skill is one of the skill that are taken for granted that people have. In most instances, it is when people are indebted, cannot cope and are in debt counselling that we start thinking about company interventions to assist employees. This after productivity has dropped, performance has been affected and employees are avoiding calls that companies intervene. The workshop covers modules such as:

  • Module 1: who is really in charge – do you control your money or does your money control you
  • Module 2: why is it difficult to stick to a budget – learn the difference between ‘real’ money and ‘magic’ money