THE FOCUS

Are you at the right intersections, with the right interfaces and with the right insights?

WE DO THIS IN 3 SIMPLE WAYS

CO-EXPLORE

A roundtable discussion to explore latest thinking and practices in the world. This is either customized to your organization or generic.

CO-DESIGN

In-depth workshops or workouts to apply principles of design thinking and agility to Leadership, Culture, Organization or HR Models.

CO-CREATE

A design to implementation approach. Emphasis on accelerated visible measurable change.

IN

People Strategy

Apply the Design Thinking Culture© approach to craft a distinctive people strategy that accelerates your business in a global, multi product/business and multi-cultural environment. Enable your brand to speak your people strategy to your customers in creating compelling brand distinctiveness. The ability to not differentiate between your customer strategy and people strategy delivers a unique value proposition to your employees.

 

  • Does our people strategy anchor our business aspiration?
  • Do we have the right leadership brand?
  • How do we shift our culture?
  • How can we measure people strategy effectiveness?
  • How do we embed strategy and culture into people processes?

#Business Model & People Strategy #Articulating Culture #Defining Culture in M&As/Integrations #Strategic Workforce Planing #Leadership Strategy & Succession #Performance Management #HR Analytics

Beam Up To  | DESIGN THINKING FOR HR  |  HR ANALYTICS FOR HRBPs | HR CAPABILITY PROGRAMS

 

Agile HR

Create an ‘Amazon Go’ experience for your employees. Deliver the experience through a seamless blend of design think mix of solutions, processes based on HR Analytics, AI, Machine Learning and Simplicity. Start with a design brief that fundamentally alters the existing reality by building a new model that makes the existing model obsolete. Design your HR model on mobility of ideas, design thinking and rapid capability. Be invisible yet present.

  • At what intersections should HR strategically positioned at?
  • What interfaces will blur the lines between customers and employees?
  • How should I structure Agile HR?
  • What capabilities do you need to make the shift to Agile HR?
  • Can you implement accelerated change to wow your employees?

#CHRO Agile HR Opportunity Diagnostic #Design Thinking for HR #Business Model & People Strategy #Future of HR Model #HR Organisation Structure #Designing Employee Experience from Customer Experience #New HR Capabilities #AI & Automation #HR Analytics #Designing HR Interfaces #HRBP Capability

Beam up to  |  AGILE HR OPPORTUNITY DIAGNOSTIC + GO AGILE ROAD MAP© | AGILE HR CO-EXPLORE WORKSHOP  

Leadership

Experience leadership strategy, succession design and leadership development focused on the three intersections of industries, domain knowledge and future of work. Start with defining a leadership brand proposition and embed it into succession planning. Get ‘deep with-in and early on in career’ of potential talent. Build leadership development that delivers leaders who are agile and are ready for future design world.

  • Is the leadership brand anchoring your business strategy and future culture?
  • What is your performance to succession to leadership development equation
  • Is your performance management approach designed for future of work?
  • Is your leadership succession delivering leaders who can be masters of the three intersections?
  • How can you design, develop and implemented leadership development at the heart of intersections, interfaces and insights?

#Articulating Leadership Brand #Succession Planning for the Future of Work #Leadership Development Strategy #Leadership Assessments # Leadership Development #Design Thinking for Leaders

CO-EXPLORE OR CO-DESIGN | ROUNDTABLES, WORKSHOPS OR WEBINARS

Accelerated change

Work with simple yet comprehensive change management methodology anchored on 3 key components: Purpose, People, Process. Designed based on experience of using methodologies from different companies and consulting firms across industries and geographies, this brings the best of global experience and design thinking together. As the change sits on top of any project management methodology, it allows flexibility to use internal project management standards of the organization. Make change stick.

  • Do you understand the difference between change management and project management?
  • Is the top team and the change team speaking the same change language?
  • How can you visualise change and its impact on the ‘last mile’?
  • Do you have all the right resources to make the right decisions?
  • Is your clarity of purpose, people and process robust enough to be converted into formal project management?

#3P© Methodology of change: Purpose | Process | People #Large or small change situations or projects #Simple to scale up and cascade #Global experience in 45+ Countries in implementing change with similar methodologies

GO AGILE
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