organisational consulting

 

Organisational Base Building™

The foundations on which any organisation is built will determine how successfully that organisation can develop in the future, how well it can manage crises, such as the economic downturn, and how well it can retain staff.

Five essential foundation stones underpin the ability of organisations to move forward: credibility, trust, communication, consistency and resilience. Where these foundations are solid we use them to build on and move forward, where they are not, we will devise methods to improve them, positioning the organisation in the best possible way for whatever the future has in store.

Organisational Base Building

 

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‘Reality checker’ diagnostic

Essentially a means of taking stock of the current 'as is' situation, the 'reality checker' diagnostic is a consultancy tool we use to assess the effectiveness of the key business processes that drive organisational performance, specifically the people-centric processes. Amongst others these include:

  • Appraisal process
  • Absence management
  • Attrition (retention)
  • Induction/onboarding
  • Recruitment
  • Performance management
  • Staff development
  • Succession planning

 

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Managing change

Organisational change is a given and a constant. Whether in times of economic growth or decline, we believe that managing change is about maximising the potential and opportunity that change brings, and work with our clients to help achieve this.

By its nature, be it planned or emergent, big or small, change will always encounter some resistance. Given the clear association between engagement, job satisfaction, advocacy and performance, there is every incentive for organisations to drive up levels of engagement with its workforce.

Based on Quirke's model, our approach takes into account the critical steps for engagement at all levels within the organisation to drive organisational change.

Ipso-Communication-Escalator 

 

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Performance management

Although many use the phrase 'performance management' solely in relation to the appraisal process, it is in fact much broader. Performance management is the holistic and continuous process which contributes to the effective management of individuals and teams to achieve a high level of organisational performance.

The most effective performance management processes are characterised by:

  • consistent use throughout the organisation
  • senior management involvement
  • staff involvement and
  • clear links to organisational strategy

Critical to its success is absolute clarity over what is meant by 'performance' and an understanding of where the organisation needs to be and the part that each individual within the organisation plays to achieving this vision. As such, line managers play a key role in the implementation and effectiveness of performance management.

What we offer:

  • A diagnostic/review process to identify and understand the issues and challenges
  • Design/implementation of performance management frameworks
  • Tailored management training around performance management
  • Specifc workshops eg. dealing with conflict, self awareness/emotional intelligence, delegation skills

 

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