People Proficiency ©

People Proficiency © is the key to achieving organisational excellence, through harnessing conscious organisational evolution. This means that alongside carefully and meticulously crafted strategies, processes and systems on the financial and operational levels special attention needs to be paid on the people and the way they are organised, utilised and developed. Greatness, number 1 industry position, wide recognition, fantastic reputation and success is not a matter of chance, this is a well-accepted truth when it comes to individual careers and professional development. The same applies to organisations, with the only – and quite significant – difference that the playing field of the dynamics influencing organisational evolution are exponentially multiplied due to the number of stakeholders involved. It hence becomes essential that key decision makers are proficient in understanding people and their intricate interactions across the three Organisational Behaviour levels and work in perfect harmony to reach meaningful and impactful conclusions and hence be in a position to implement maximum efficiency and results programmes.

“Striking the fine balance between “hardcode” and “softer” aspects of business is fiendishly hard, but exceptional companies are doing it.”

How People Proficient © is your organisation?
People Proficiency © is the brand new way to look, think and plan around people in organisations. Not just another model, but the mother of all models, a hub of the best of the best constantly evolving to suit the needs of constantly evolving organisations and people. The essential framework of skills, competencies and systems contemporary leaders and their teams need to have developed in order to excel in constantly evolving organisations.

“Shaping people and teams that detect and change faster than change itself. This is our mission and excellence the core value.”

People Proficiency has three distinct Stages: ANALYSIS – SYNTHESIS – PRAXIS

Step 1: Frame the issue and define what you are trying to achieve
Step 2: identify all the HR intelligence sources – direct and indirect data
Step 3: Collate and use to frame the challenge/ need
Step 4: Analyse using formulas to match your objective
Step 5: Complement quants with a battery of qualitative analyses
(see sample)

Step 6a: Top line and detailed reports to suit different audiences
Step 6b: Preparation of proposal about the way forward
Step 6c: Discussion with key decision makers to fine tune the solution

Step 7: Bespoke, tailored and focused transformation programmes to suit your vision, strategy, business stage and people