Organizational Development

The foundation of any strategic plan begins with a thorough consultation where we work closely with your organization to understand your current situation, challenges, and opportunities. We conduct initial assessments, such as stakeholder interviews and organizational surveys, to identify key focus areas like performance gaps and competitive positioning.

Next, we perform an environmental scan using tools like SWOT (Strengths, Weaknesses, Opportunities, Threats) or SOAR (Strengths, Opportunities, Aspirations, Results) analyses to assess internal capacities and external factors. We also engage key stakeholders through focus groups or surveys to ensure the strategic plan addresses the community’s unique needs.

At this stage, we help your team establish strategic goals that align with your mission and vision. These goals, typically spanning 3–5 years, are developed through collaborative workshops where we facilitate goal-setting discussions using the SMART framework. This ensures that your goals are ambitious yet realistic and aligned with long-term aspirations.

We then break down these goals into specific, actionable objectives and initiatives. Each initiative is evaluated based on impact and feasibility, allowing us to prioritize actions that deliver the most value. Throughout this process, we encourage the use of decision-making tools like cost-benefit analysis or prioritization matrices to ensure data-driven decisions.

The final phase focuses on executing the plan and monitoring progress. We start by mapping the strategic plan to specific timelines, responsible parties, and resource needs. We use the identified Key Performance Indicators (KPIs) for each goal to ensure that progress is being measured and continues to align with your strategic objectives.

We emphasize continuous feedback and adaptability. By gathering feedback from stakeholders, we ensure the plan remains relevant and flexible. If significant changes occur, we work with your team to update the strategic plan accordingly, ensuring it evolves with the organization’s needs.

The Change Leadership Sessions are designed to equip leaders with the skills needed to guide their teams effectively through transitions. These sessions cover the psychology of change, change readiness, and successful change leadership, while also incorporating scenario planning to prepare for various potential outcomes. Participants will assess organizational readiness by identifying change champions and resistors, learn strategies for clear and persuasive communication, engage and align stakeholders by clarifying their roles, and ensure sustainability through knowledge transfer and continuous improvement metrics.

The Stakeholder Change Management Sessions are designed specifically for employees directly affected by organizational changes. These sessions aim to equip individuals with the knowledge and tools needed to navigate the change process effectively, including scenario planning to prepare for various potential outcomes. Participants will learn about the reasons for the change, how it will impact their roles, and strategies for adapting to new circumstances. The sessions also focus on fostering a supportive environment where stakeholders can voice their concerns and receive guidance on managing the transition smoothly.

Our conflict resolution services provide support to address interpersonal and team conflicts effectively. We offer training in essential communication and negotiation skills, empowering individuals to navigate disputes constructively and foster a collaborative work environment. By equipping teams with these tools, we help reduce tensions and promote healthier, more productive relationships.

Our team-building services focus on fostering a culture of innovation through dynamic and creative problem-solving workshops. These collaborative sessions encourage teams to think outside the box, using interactive activities and brainstorming techniques to spark new ideas and approaches. By integrating innovative tools and methodologies, we empower participants to enhance their creative thinking, overcome challenges, and develop solutions that drive success within the organization.

We collaborate with organizational leaders to design tailored retreats that provide dedicated time away from daily operations for reflection, team-building, and strategic discussions. These retreats can include a variety of activities, such as Visioning exercises, Team-building games, and focused discussions on organizational goals, all customized to meet the specific needs of the organization. By fostering a collaborative and engaging environment, we help align employees’ and teams’ attitudes, behaviors, and values with the overall goals and vision of the organization, strengthening connections and enhancing alignment.

We enhance team cohesion, potential, and performance through tailored team-building workshops that incorporate assessments like DiSC and Gallup StrengthsFinder to identify strengths and improve communication. Our offerings include Cultural Values mapping, Team Dynamics workshops with DiSC, engaging Jungle Escapes activities, and specialized Customer Service training. By fostering collaboration and understanding, we empower teams to work more effectively together.

A 360-review assessment is a comprehensive service designed to provide employees with valuable feedback from multiple perspectives. This process involves collecting input from an individual’s peers, subordinates, and supervisors to gain a well-rounded view of their performance, strengths, and areas for improvement. By leveraging this holistic feedback, employees can develop a deeper understanding of their impact within the organization and create targeted development plans to enhance their skills and effectiveness.

The CQ Pro Assessment measures an individual’s capability for working and relating across cultures by evaluating skills in four distinct areas: 

•  CQ Drive, which assesses the level of interest, persistence, and confidence during multicultural interactions; 
• CQ Knowledge, which gauges understanding about how cultures are similar and different; 
• CQ Strategy, which measures awareness and the ability to plan for multicultural interactions;
• CQ Action, which evaluates the ability to adapt when relating and working in multicultural contexts.

The Personal Feedback Report includes self-ratings and norms for the four CQ capabilities, self-ratings and norms for the thirteen CQ sub-dimensions, a development and action plan, and personal cultural value preferences.

The Hogan development assessments are based on the concept that identity is the personal narrative we create about ourselves, often leading to inflated or overly critical self-perceptions. In contrast, reputation reflects how others perceive us based on our behaviors and social interactions, which is crucial for workplace success. Assessing personality reveals both the “bright side,” where individuals excel in collaboration and leadership, and the “dark side,” which may emerge under stress and hinder relationships and performance. Additionally, understanding the internal aspects of personality—such as values and motivations—provides insight into what drives individuals to succeed in specific roles and environments.