Our Services: Target Operating Model analysis and design, Human Resource Management, Organisation and governance structure, Aerformance management, Change management, Strategy development, Programme project management, Customer insight and behaviour analysis, Strategic reviews Business planning etc.

  • Target Operating Model analysis and design

  • Business process

    We carry out a full diagnostic review of the process 'landscape' to identify the greatest opportunities for improving business performance.

  • Business Process Analysis:

    Starting with the customer, understanding each process step and how it adds value, identifying where latency occurs and the extent of rework, doing root cause analysis and identifying key process changes that will improve business performance.

  • Business Process Design:

    Designing customer centric processes that maximise both efficiency and effectiveness and the agility to grow and scale, using internal and external best practice benchmarks.

  • Business Process Framework:

    Creating a Process Framework that ensures that all key processes are in place, the differentiating processes have been identified and prioritised, the ownership of processes has been established and process metrics are measured and monitored.

  • Defining the Policies and Rules:

    Embedding policies and rules in the design and execution of processes, ensuring appropriate levels of control are in place across an enterprise

  • Organisation and governance structure

    We critically examine the organisation and governance structures to establish if they maximise organisation efficiency and effectiveness and recommend appropriate changes.

  • Effectiveness:

    Is the organisation structure the best fit and 'right sized' for executing the business strategy, whilst building functional capabilities?

  • Expertise:

    Are these constructs applied appropriately and fully exploited?

  • Agility:

    Has the organisation structure in-built agility and scalability, does it allow for resources to work both 'in' the business and 'on' the business?

  • Span of Control:

    Is the span of control balanced between flexibility and management reach?

  • Governance Bodies:

    Is the role of various governing bodies (Board, Executive/ Leadership teams) clearly defined & linked to performance management?

  • Capabilities :

    Do governance bodies have the right mix of capabilities and diversity?

  • Effectiveness :

    Are meetings held with appropriate frequency and effective meeting disciplines applied?

  • Decision Making :

    Are powers of delegation clearly defined and communicated & aligned with the organisational culture?

  • Policies & Rules :

    Are both enterprise wide and functional policies and rules documented & communicated with consequences for non-compliance?

  • Risk Management:

    Is the organisation's risk appetite appropriate to its strategy; is there a defined approach to risk identification and mitigation??

  • Performance management

    We work with business leaders to design a performance management process that sets clear metrics and targets, with an inbuilt review cycle and root-cause analysis linked to reward mechanisms.

  • Holistic Metrics:

    Are metrics linked to delivery of strategy both current performance & future potential, a mix of leading & lagging indicators?

  • Target Setting:

    Are clear targets (based on external benchmarks) set, communicated and linked to reward?

  • Measurement:

    Is measurement at the appropriate intervals and against agreed definitions?

  • Root Cause Analysis:

    Is there adequate capability devoted to root cause & trend analysis and agreed improvements implemented in a timely fashion?

  • Celebrate Success:

    Is the achievement of targets celebrated and success stories shared across the organisation?

  • Change management

    Using a robust methodology and appropriate governance structures we ensure that the approach to change management is holistic, involves all key stakeholders, has key decision points and is supported by strong communication and engagement.

  • Governance structure:

    Creating the governance structure appropriate to the size and complexity of the change. Identifying the change sponsor and change agent and mobilising the steering group.

  • Issue Identification:

    Using proven diagnostic tools to ensure that the real issues are been identified and prioritised.

  • Stakeholder management:

    Identifying and engaging with all key stakeholders both inside and outside the organisation and implementing interventions to align key stakeholders to the change.

  • Change impact:

    Use of proven tools to holistically describe the impact of change and the design of interventions required to successfully deliver the change within the agreed timelines

  • Business Case:

    Identification of the resources (people and funding) required to deliver the change and the methods to be used to track the benefits.

  • Communications:

    Development of the communications approach and plan that will convey the key principles of the change tailored for specific audiences. We use assessment tools to determine the extent to which the change is being adopted.

  • Strategy development

    We work with business leaders to develop new strategies, the related implementation roadmap and the business case for change. Our approach ensures that new strategies are challenging but achievable, based on robust analysis and risk appetite.

  • Strategic analysis:

    We specialise in supporting businesses to carry out holistic strategic reviews.

    We use SWOT and STEEPLE analysis to fully understand the value proposition, market/competitive landscape and strategic partners. We review the effectiveness of the Operating Model and contribution analysis by product/service line, customer, channel, geography etc.

  • Business Case development:

    We create compelling business cases for change, including the high level design of the solution, securing investment and leadership support for major transformations.

    To make change sustainable, we implement a continuous improvement approach and governance structure.

  • Roadmap Development:

    We develop implementation roadmaps that connect key strategies to specific actions and assign resources. We identify key milestones, the outcomes to be delivered and measures to be used to track progress. Roadmaps are developed that balance speed of change with organisational capability to deliver change.