Our Services
Change Leadership
Any business change at all impacts your people. To have that change actually work, your people must understand why the change is happening, what the change is, and [critically] how the change impacts them. We can help you from beginning to end – or help you somewhere in the middle if you are experiencing problems with implementing change.
Organization Design
First, what do we mean by “Organization Design”? Do we mean Organization Structure? Well, yes – but that is nowhere near sufficient. Simply put, if your people are the “bricks” in your organization, then organization design is the mortar. That is, organization design helps and supports every employee in doing their job. As such, org design includes org structure, team structure, and job design. But it also includes incentive design, culture, leadership, management principles, workspace design, job tools, information requirements etc.
So, it’s a lot to consider. We can help assess your existing org design components, as well as assist in optimizing/building them.
Human Capital Planning
There are two main areas that sub-optimize many Human Capital Planning processes today. The first is the insistence that the Human Capital Plan must follow the Business Plan. In fact, the Human Capital Plan should be developed concurrently and iteratively with the business plan. The second is to include explicit planning for all the elements to activate your people. It is not enough to have a plan to build, buy, or borrow the people you need. You must also consider the organization structure, incentives, tools, team design, leadership actions etc. in order to actually support the people. As the individual asked to create a Human Capital Planning capability at The Coca-Cola Company, I have been including these two critical components for over 20 years, and can help you do the same.
Human Resources Process Improvement
From pre-hire (employment brand development and talent acquisition) to post-employment (alumni-relations), and everything in between – we can help you assess the quality and effectiveness of your existing HR processes, and then improve and/or develop processes that work, including the change management required to embed them.
CHRO Thought Partner
The role of CHRO has become dramatically more complex over the past 20 years. It begins with the simple fact that People directly drive a larger % of market value than at any time in history. This means people decisions, practices, processes are much more important than they ever have been. We can help CHRO’s think through their decisions making leveraging “informed objectivity”. Henry Ford stated “thinking is the hardest work there is”. Examples of how we can help you think about your decisions include: help with prioritization; separating the wheat from the chaff; or, either applying or removing constraints to expand creativity (both are effective).
HR Team business skills development
Perhaps the longest running “wish list” for HR in many companies is for HR to “understand the business.” Logically, you cannot understand the business, without understanding, well, business. We have developed a 2 – 3 day workshop that can teach your HR team business understanding that will dramatically improve their ability to partner with their clients. The workshop focuses on strategy, finance, and marketing – as well as how to have productive business level conversations. Importantly, we also schedule 1 on 1 sessions with each workshop participant after the workshop to ensure the learnings are retained and applied.
CLARIFY HR Consulting 