Methodology

People strategy

New realities of business life in VUCA-world (Volatility, Uncertainty, Complexity, Ambiguity), the dynamics of change and community reaction to these changes, erase the boundaries of what is possible, provoke us to think more deeply about the consequences of our activities.

Nowadays, every business must not only be bolder, more flexible and faster in its field, it is not enough to have a clear understanding of the value of your product or service, you must be able to predict a wide range of crisis scenarios and be ambitious in shaping industry trends and business culture.

A strategy that ignores the changes taking place in the industry's business environment can be too costly. Owners and top managers need to identify which growth drivers are available to them and what strategic opportunities they can take advantage of. These opportunities and challenges you will face will vary depending on the products or services your company offers, as well as the place it occupies in the new business landscape.

Understanding the nature and business development strategy requires a clear and easily integrated people strategy. A strategy that will effectively use the opportunities and potential of human capital, which will take into account all aspects of ecosystem development for talent retention.

With us you will correctly apply the key tools and methodologies for development your people strategy.

We will help you see, in conditions of uncertainty and complexity, the source of resources, ideas and new solutions to previously complex challenges.

Scope of our service:

1. Organization assessment: analyze business strategy and organizational model, business processes, issues and business needs; capture data that helps feed into or define your overarching vision.
2. Understanding capabilities and growing capacity.
3. Strategic blueprint formation.
4. Implementation and execution.
5. People development through coaching, consulting, facilitating.

Executive search

Successful companies have strong leaders. The mentality, attitude, energy and business acumen of these people will often create the culture that others respond to and follow.

We build a leadership team that performs and transforms your business.

Appointing a CEO, COO, CIO and others members of Board requires more than just identifying outstanding individuals.

An effective board of directors requires a range of skills, attributes, personalities and behaviours that complement each other that is why the selection of a new team member must be considered in the finest detail.

Making companies successful through strong personalities.

Organizational transformation, merger, acquisition, diversification, continued growth, cultural transformation are all reasons why a senior executive might need to be brought into the company.

Our strategic background & knowledge, ability to sell a compelling proposition and network of exceptional talent that makes the difference.

It is our passion to complement your company perfectly with our expertise.

We focus on filling a specific position by hiring the best person for the job.

Scope of our service:

1. Analysis and planning: analyze business strategy and organizational model, business processes, issues and business needs, as well as the corporate culture in the company; Identify the client's needs in executive search, if necessary, transform the request; create the profile description of the ideal candidate, search plan, approved by owner.
2. Search, selection and candidate's interview review of the labor market: search, selection and candidate's interview according to the approved requirements; provide, if necessary, a long list of potential candidates pre-selected from the general pool of applicants; provide a short list of candidates for an interview, with a description of the portrait of each candidate.
3. Select Executive: finalist's interview; identification the final candidate; formal reference check; preparation of job offer.
4. Follow up Consultation: Candidate's adaptation with business and one-time free replacement of the candidate during the trial period.

Organizational design

Without a clear and understandable business architecture, a company's strategy can only remain a good statement in the understanding of the owner and the team.
Organizational architecture like a chessboard, where the figures are located, each has its own purpose and role.

An effective organizational structure facilitates collaboration and involvement of the team in operational activities. It synchronizes key business processes, the corporate responsibility matrix, the culture of strategic decision-making process and helps to improve the efficiency of communications, which will inevitably lead to predictable results.

Our expertise will allow to develop and implement a unique architecture for your business, taking into account industry specifics, business development strategies, while applying successful experience and world practices.

Scope of our service:

1. Developing from scratch and implementation on the basis of organizational audit of effective architecture (model) of the company's business.
2. Current organizational structure optimization.
3. Development and implementation of actual job profiles for team.
4. Design a fictional matrix of interaction between department and employees with identifying area of responsibilities.
5. Developing corporate policies, regulations and procedures.
6. Planning the optimal headcount, optimization of the current quantitative and qualitative composition of the company's staff.
7. Development and implementation of a corporate matrix of competencies; implementation of personnel evaluation system based on corporate competency model.
8. Planning and implementation of individual career strategy development for each team member.

Change Management

Adaptation to change, change management and sustainable development are already playing a dominant role in global business discussions. Ignoring this fact is very dangerous for any business.

All HR activities operate in the context of organizational transformation: asset integration, transformation of the management model, active growth and expansion of the business, the transition to a new business model.

Effective human capital management is a key driver of transformation, because any transformation starts with a team. However, the main barrier to corporate transformation is the internal transformation of employees. Overcoming «resistance to change» both mentally and instrumentally becomes a major leadership challenge for experts. On the one hand, it is necessary to create meanings that motivate employees to change and alleviate the anxiety, on the other hand - those who want to change, provide the necessary tools for internal transformation.

A necessary condition for effective corporate transformation is the constant search for applied tools for internal team transformation - research on the new trends in training and development, «breaking» the usual hierarchies and barriers, profound changes in corporate culture.

Each transformation scenario needs structured, team-friendly communication. Many businesses neglect to adapt the team to any corporate transformation, ignoring to make a communication boost, reducing the degree of resistance, stress and destructive emotions of employees.

Transformation is performed without «anesthesia»! People need to be adapted - this is the main rule of any transformation. A clear understanding of the target audience, the strategy of communication and the expected feedback to each communication - are key components of any effective communication program. Every leader responsible for organizational transformation in a company should pay close attention to communication strategies.

Our excellent professional sense and deep understanding of the issue, based on many years of experience working with real business, will find unique solutions to your challenges.

Learning & Development

An increasingly competitive business landscape, growing complexity and the digital revolution are changing the way of creating and development team. Constant uncertainty, multi-generation teams and shorter period of knowledge retention provoke to think about the ongoing team development and creating the corporate knowledge management systems.

The transition to a digital knowledge-based economy means that dynamic human capital is more important than ever. Research shows that a very significant percentage of the market capitalization of public companies is based on intangible assets - a professional team, exceptional leaders and knowledge.

Our team, having carefully analyzed your needs and requests, will develop a strategy and create a platform for the implementation the system of development and talent management, as well as a corporate base for the accumulation of knowledge.

Scope of our service:

1. Perform audit of the client's company: business strategy and model, business processes, issues and business needs, as well as the corporate culture in the company; identify the client's needs in training & development, if necessary, transform the request; hold meetings with top and middle managers in order to identify the main goals, milestones and expected results; make a report about the results of diagnostics with recommendations for development T&D system in the company.
2. Define the goals, scope, target audiences of training programs, development T&D strategy: presentation to the client and discussion with him the results of audit; development a draft T&D strategy (group coaching session with the client); approval the strategy by client; development the T&D program (group coaching session with the client); presentation the project materials to the client and approval the program by client.

The chosen scenario for the strategy implementation and realization of T&D program in the company may be different, from the development of a unique training program to the creation of an L&D platform and knowledge management base.

Corporate Culture Transformation

The challenge of transforming corporate culture is particularly acute for business owners and CEOs who have recently completed mergers and restructuring, and companies focused on digital leadership, which main asset is highly professional and in extreme demand in today's environment experts who often choose an employer for their unique culture.

The processes of mergers and restructuring require the development of the same culture and value system for all business units and areas of the company, as well as the creation of a unified view of the priorities of management team development.

There are many challenges and barriers for business in this context, but the most important is the internal transformation of each team member.

Internal transformation of employees is the main psychological challenge in the process of transformation for business. «All barriers are in our head!».

The task of transforming the mindset and behavior of employees is non-trivial. The lack of desire, inability and unwillingness of people to change themselves require businesses to create and make original and unique decisions. The development of a motivational platform for change is important in this context.

Change leaders should be «generators of meaning».

Change leaders should be «generators of meaning», create and communicate with employees the way that everyone sees their role and place in the future.

Fear of change is well studied in the psychology and theory of organizational change, but it should be noted that company leaders do not pay enough attention to work with fear of change.

The concept of «meaning» is becoming increasingly important in the context of working with the fears and expectations of team members.

Using years of expertise and the ability to communicate with different target audiences, the client will be able to get an objective picture of the situation «as is»; understand «how it can and should be» and implement organizational action plan, which result in the development and consolidation the desired values and organizational behavior in business.

Our team will help you create and implement strategic scenarios of cultural transformation that can be synchronized with your business.

Scope of our service:

1. Comprehensive diagnostics a corporate culture in the company: providing the client with information about the corporate culture model «as is» and assessing the possibility of using it as an additional management tool; presentation to the client.
2. Development a program of changes and implementation the corporate culture model «to be».

Well-being system

Today's business realities leave us no doubt about the need to create and develop an ecosystem in the company, in which the team member will be able to work without stress and extra effort to realize their potential, feel harmonious and balanced. It is almost obvious that without maintaining the optimal balance of physical, emotional, mental and spiritual energy, the team will not be able effective, achieving at the same time fundamentally good business decisions.

The harmonious coexistence of key elements in human life, such as health, professional realization, financial stability, networking and social environment, create an effective well-being system.

But it should be remembered that the creation and development of a well-being system in the company requires a high level of organizational culture, mentality and awareness of the investor and the board, as well as synchronization with the current HR strategy.

Our successful practice and real business cases will help your business understand your organization maturity level, how critically the management is ready to discuss the relevance of issues and the purpose of creation and implement a well-being system. We will help you create the goals and a consistent implementation plan.