Organisational Development

We Devise Unique, Bespoke Programmes
for Entire Organisations

Over the years, we have seen many compelling examples of how a company can improve its overall performance simply as a result of a single manager improving his or her skills and efforts.

We have found that effort on the part of management can improve a company’s efficiency and profits by as much as 30%.

As the entire organisation evolves in line with market demands, employees feel part of a company that is dynamic and vibrant. That motivates them to continue working hard, which again is reflected in the profits.

Our 5 steps

No two people are the same. The same applies to companies too. That is why we customise individual development programmes for individual members of staff, for a team, for an organisation and for a company. We plan the process on the basis of great respect for the company’s culture and the skills of the individual, resulting in the perfect development programme for that particular company, individual leader or member of staff.

To optimise this process, we apply our product and method matrix so that together we can come up with the very best programme.

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Step 1: Objectives

We start with a discussion about the company’s vision and formulate specific goals

Tools:

  • Kick-off meeting
  • Personal interview
  • Dialogue
  • Clarification and balancing of goals and means

 

Step 2: Analysis

We continue with a thorough identification of information, situation and competences, which will determine which development process(es) need to be initiated. This may involve the use of:

Tools: Qualitative, quantitative and profile analyses

  • Personal interviews
  • Assessment centre
  • 360º Person Profile Analyses
  • 360º Team Profile Analyses
  • ValuePerform® 360º strategy analysis
  • ‘Leadership Wheel’ (quantitative and qualitative analysis)
  • Customer satisfaction analysis
  • Employee satisfaction analysis

 

Step 3: Training Programme

The results of the preliminary analysis determine the structure of the training programme and who should take part.

Tools:

  • Courses
  • Seminars
  • Workshops
  • Training
  • Coaching

 

Step 4: Implementation

Managers and employees start using the new tools in their working lives on the basis of a formulated plan.

Tools:

  • The newly-acquired skills
  • Individual action plans
  • Consolidated action plan

Step 5: Evaluation

The perfect process ends with a structured, thorough and detailed follow-up and evaluation.

Tools:

  • ‘The Logbook’ (the employees’ individual action plans)
  • Personal interviews
  • Assessment centre
  • 360º Person Profile Analyses
  • 360º Team Profile Analyses
  • ValuePerform® 360º strategy analysis
  • ‘Leadership Wheel’ (quantitative and qualitative analysis)
  • Customer satisfaction analysis
  • Employee satisfaction analysis

 

Other Development Programs

Management Training

Management Training

Information & Contact