Choosing The right one


We aim to give you the fair and square view that will add that vital extra element you need to achieve greatness. So, whether you are just looking for information, expert insights and some sort of light touch guidance or for a fully blown organisation wide transformation programme, you can find it at our specialist hub.

Creating Great Organisations should be the noble mission of every contemporary leader
Paternalistic architecture in the words of Richard Thaler and Cass Sunstein in “Nudge: Improving Decisions About Health, Wealth and Happiness” is the main job of the contemporary leader in 21st century companies. It is hence all about shaping places and space where people and their intricate systems are prompted or “nudged” to make the right, meaningful, positive decisions towards achieving the organisational goal. By space and place we are mainly referring to the human dynamics of the people in the workplace as well as their interactions with clients and key stakeholders.

The issue: choosing the right programme for a diverse set of people spread across the organisation and literally the world is not an easy task. The key nudge elements people development programmes can deliver are on the following dimensions:

  • People Alignment
  • Change facilitation
  • Motivation & Engagement
  • Leadership competencies development

The solution: The Human capital needs of 21st century businesses require smart and efficient solutions. This is why you need excellence Organisational Development programmes tailored to you and your particular challenge

Tips on 5 steps for building top quality OD programmes
1. Make a very clear picture of what success will look and feel like for the business
2. Translate this picture into people terms and visible, tangible effects
3. Analyse your current situation using all the intelligence available to you and talking to your people across the board
4. Identify the best way forward to achieve the desired outcomes deciding whether you are going to keep it in house or
5. Choose the best people for the job ensuring they are the best, applying a no-allowances strategy