Services

Services

Our assessment products and how they benefit your strategy, your people and your structure.

Psychology Assessment

Strategy(Organisation)

The organisation is staffed with the right people who consistently make the right decisions and deliver the right quality of work, which contributes to organisational sustainability.

People(Self)

People gain insight into the personal strengths that they can capitalise on and the potential development areas they need to focus on to enhance performance.

Structure(Other)

Best-fit employees are selected and placed in order to minimise promotional and general employment risk.

Survey Design, Implementation And Analysis

Strategy(Organisation)

A representative view on leadership effectiveness and workplace dynamics is analysed to allow for proactive workplace improvement and human risk management.

People(Self)

People receive feedback about their engagement and well-being as well as the combined perspectives on their effectiveness and professional impact at work.

Structure(Other)

Organisational intelligence about the level of employee and team functioning is gathered and initiatives towards achieving a high-performance culture are implemented.

Our development products and how they benefit your strategy, your people and your structure.

Individual & Team Coaching

Strategy(Organisation)

Leaders, individuals and teams are developed to inspire and engage others, which impacts directly on the leadership ethos and organisational culture.

People(Self)

Employees are supported to build resilience, master work-life integration and improve their performance.

Structure(Other)

Cohesion is nurtured and reinforced resulting in balanced team dynamics, shared accountability and sound interpersonal relationships.

Development Workshops

Strategy(Organisation)

Initiatives related to identified development needs are implemented and internalised with structured facilitation.

People(Self)

People are equipped with skills to improve personal wellness and resilience as well as to grow self-efficacy and leadership qualities.

Structure(Other)

Teams develop characteristics of robust interdependence and the skills to actively deal with workplace challenges.

Competency Framework Design

Strategy(Organisation)

The organisation has a validated blueprint for performance excellence that provides a foundation for other essential people processes such as performance management and talent development.

People(Self)

Individuals and line managers have a common dictionary for the competencies required to perform successfullly in a role, as well as the behaviour that is necessary for career progression within the organisation.

Structure(Other)

There is an agreed benchmark within and across teams for fair and objective measurement on ‘how’ duties should be performed.

Transition/Change Management

Strategy(Organisation)

Organisational change is implemented through a structured transformation process where change interventions assist in boosting people performance and creating a change-fit workforce.

People(Self)

The workforce builds internal strategies for change management through an understanding of the typical responses to change and their own experiences thereof.

Structure(Other)

Acceptance, support and appreciation in teams are fostered when employees share their responses to change with each other.

Talent Management

Strategy(Organisation)

An holistic methodology is established to select, retain and develop people with the current and potential abilities and attitudes to promote organisational performance.

People(Self)

Individuals and line managers are aligned in their understanding of performance expectations so that goals are met, capability is optimally utilised and growth areas are identified and supported.

Structure(Other)

Comprehensive job profiles are in place whereby the outputs of the people are aligned to the goals and needs of the organisation.

Stragegy Design, Development And Execution

Strategy(Organisation)

Leaders co-create the organisation’s purpose and vision, as well as a roadmap of the goals and action plans required to achieve this.

People(Self)

Individuals have a clear understanding of the strategy and their role in achieving the organisation’s goals through their participation in the strategy execution.

Structure(Other)

The appointment of strategic project teams ensure the optimal utilisation of diverse skills and assist to prevent duplication of effort.

Our research products and how they benefit your strategy, your people and your structure.

Action Research

Strategy(Organisation)

Improved people risk management and Return on Investment (ROI) due to the implementation of interventions that are informed by collaborative scientific study and theory.

People(Self)

People benefit from the implementation of context-specific interventions that promote employee engagement and well-being.

Structure(Other)

A culture of continuous inquiry and reflective practice is established and leads to systematic improvement in the organisational/team environment.

Predictive Research

Strategy(Organisation)

Data is analysed in order to forecast employee success factors and create internal benchmarks resulting in more accurate talent management practices.

People(Self)

Improved person-job-environment fit and increased employee performance are achieved since selection and development decisions are based on verified people analytics.

Structure(Other)

The organisation-specific research and benchmarking of key employee characteristics increase the probability of optimal team composition and sustainable performance.

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Assessment

Our assessment products and how they benefit your strategy, your people and your structure.

Psychology Assessment

Strategy(Organisation)

The organisation is staffed with the right people who consistently make the right decisions and deliver the right quality of work, which contributes to organisational sustainability.

People(Self)

People gain insight into the personal strengths that they can capitalise on and the potential development areas they need to focus on to enhance performance.

Structure(Other)

Best-fit employees are selected and placed in order to minimise promotional and general employment risk.

Survey Design, Implementation And Analysis

Strategy(Organisation)

A representative view on leadership effectiveness and workplace dynamics is analysed to allow for proactive workplace improvement and human risk management.

People(Self)

People receive feedback about their engagement and well-being as well as the combined perspectives on their effectiveness and professional impact at work.

Structure(Other)

Organisational intelligence about the level of employee and team functioning is gathered and initiatives towards achieving a high-performance culture are implemented.

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Development

Our development products and how they benefit your strategy, your people and your structure.

Individual & Team Coaching

Strategy(Organisation)

Leaders, individuals and teams are developed to inspire and engage others, which impacts directly on the leadership ethos and organisational culture.

People(Self)

Employees are supported to build resilience, master work-life integration and improve their performance.

Structure(Other)

Cohesion is nurtured and reinforced resulting in balanced team dynamics, shared accountability and sound interpersonal relationships.

Development Workshops

Strategy(Organisation)

Initiatives related to identified development needs are implemented and internalised with structured facilitation.

People(Self)

People are equipped with skills to improve personal wellness and resilience as well as to grow self-efficacy and leadership qualities.

Structure(Other)

Teams develop characteristics of robust interdependence and the skills to actively deal with workplace challenges.

Competency Framework Design

Strategy(Organisation)

The organisation has a validated blueprint for performance excellence that provides a foundation for other essential people processes such as performance management and talent development.

People(Self)

Individuals and line managers have a common dictionary for the competencies required to perform successfullly in a role, as well as the behaviour that is necessary for career progression within the organisation.

Structure(Other)

There is an agreed benchmark within and across teams for fair and objective measurement on ‘how’ duties should be performed.

Transition/Change Management

Strategy(Organisation)

Organisational change is implemented through a structured transformation process where change interventions assist in boosting people performance and creating a change-fit workforce.

People(Self)

The workforce builds internal strategies for change management through an understanding of the typical responses to change and their own experiences thereof.

Structure(Other)

Acceptance, support and appreciation in teams are fostered when employees share their responses to change with each other.

Talent Management

Strategy(Organisation)

An holistic methodology is established to select, retain and develop people with the current and potential abilities and attitudes to promote organisational performance.

People(Self)

Individuals and line managers are aligned in their understanding of performance expectations so that goals are met, capability is optimally utilised and growth areas are identified and supported.

Structure(Other)

Comprehensive job profiles are in place whereby the outputs of the people are aligned to the goals and needs of the organisation.

Stragegy Design, Development And Execution

Strategy(Organisation)

Leaders co-create the organisation’s purpose and vision, as well as a roadmap of the goals and action plans required to achieve this.

People(Self)

Individuals have a clear understanding of the strategy and their role in achieving the organisation’s goals through their participation in the strategy execution.

Structure(Other)

The appointment of strategic project teams ensure the optimal utilisation of diverse skills and assist to prevent duplication of effort.

+
Research

Our research products and how they benefit your strategy, your people and your structure.

Action Research

Strategy(Organisation)

Improved people risk management and Return on Investment (ROI) due to the implementation of interventions that are informed by collaborative scientific study and theory.

People(Self)

People benefit from the implementation of context-specific interventions that promote employee engagement and well-being.

Structure(Other)

A culture of continuous inquiry and reflective practice is established and leads to systematic improvement in the organisational/team environment.

Predictive Research

Strategy(Organisation)

Data is analysed in order to forecast employee success factors and create internal benchmarks resulting in more accurate talent management practices.

People(Self)

Improved person-job-environment fit and increased employee performance are achieved since selection and development decisions are based on verified people analytics.

Structure(Other)

The organisation-specific research and benchmarking of key employee characteristics increase the probability of optimal team composition and sustainable performance.