Connecting Organization & People to Strategy

Today’s business environment is complex and will become increasingly more complex as a consequence of the COVID-19 pandemic. Competitive advantage takes the form of increased globalization (the world is getting smaller), greater utilization of technology, AI/IoT/MFG 4.0, the challenge of workplace demographics, a generational workforce with different requirements for working and career progression, and to include higher demand for remote work and flexible schedules. Aligning every aspect of the organization to people is more critical than ever – and it starts with strategy.

Strategy, People & Organization Practice

We partner with our clients and implementation teams to execute strategy, taking a more
holistic approach to organizational transformation. Our methodology and approach are highly effective because everything we do connects to the overarching organizational goals, objectives, and aspirations.

A holistic integrated approach and methodology that drives change, promotes sustainability and delivers results. 

To illustrate our approach, we use the analogy of building a house. Strategy & Culture provide the foundation, Structure & Roles are the supporting walls, while People & Performance form the roof; three essential components working together. The house cannot function efficiently without electricity and water; Change Enablement and Leadership & Talent act as the utilities.

Strategy & Culture (Foundation)

Defines a clear line of sight as to the direction of the organization, establishes clear linkage between goals & results, and represents scope and framework for organization design and change activities.

  • Who are we?
  • Where are we going?
  • How do we get there?
  • Do we have the culture to support our goals?

Structure & Roles (Walls) 

Sets Structure to deliver strategy and designs roles to drive expected performance.

  • Right structure?
  • Right reporting relationships?
  • Clear roles & responsibilities?

People & Performance (Roof) 

Identifies skills, capabilities & competencies required, and establishes metrics.

  • Right people?
  • Right seats?
  • Right skills/talent?
  • Right measures?

Change Enablement (Utility)

Managing the people side of change.

Leadership & Talent (Utility)

Preparing to drive results. 


From your strategic plan to your organization design to performance-based roles and responsibilities to change enablement, leadership development, and succession plans, we involve all organization levels in a cascading framework to assure a fit-for-purpose outcome. Our approach centers around key relationships with integration points that are critical to success, such as:

Serving as an advisor to your leadership team and supporting your key organization & people leaders

Functioning as a strategic partner to our Project managers in implementation projects

Integrating within corporate functions to ensure all "parts" are in alignment


Strategic planning is the foundation of organizational success. But the strategy is only as good as its supporting execution plans. Our practitioners work with you to develop and/or articulate your vision and cascade that into your organization.

Establish / revise your purpose, values, and vision

Facilitate the development of your 3-5-year strategic plan

Build 12 to 18-month SMART (Specific, Measurable, Attainable, Relevant, Time-bound) execution plans with clear accountability of ownership

Culture happens in one of two ways: organic evolution or purposeful intent to drive a high-performing organization in support of purpose, values, and vision. Our team works with your executive leaders to articulate your desired culture, analyze the current culture, and develop and implement transformation strategies.

Conduct executive alignment & focus interviews

Deploy organizational diagnostics

Identify gaps

Develop strategies to align targeted facets of your business to build your desired state

Organization Design is often mistaken with Organizational Structure (box and wire), when in fact, structure is a possible outcome of an organizational design process. Our practitioners work with your executive team to diagnose whether and what level of organizational design is required to support your goals.

Analyze current structure against strategic plans and assess against design “levers”

Identify cross-functional relationship impacts and process implications

Diagnose the type and level of organizational design your business requires

Establish structure (as required) aligned to strategy with fit-for-purpose reporting relationships

Clarify roles & responsibilities and establish key results-based metrics

Organizational Change is a complex and iterative people management process that requires constant oversight and alignment calibration. Our team works with you to determine the type of change your organization needs and conducts organizational diagnostics and assessments to develop a comprehensive change plan to support impacts to the organization and people.

Change readiness assessment

Stakeholder analysis and management

Communication, training, and coaching plans

Targeted leadership development workshops and in-the-moment coaching

Talent and performance are among the most valuable organizational assets, and the quality of selection and management is critical to success. Our practitioners work with you to identify fit-for-purpose people's strategies and measurement criteria and develop plans and tools to ensure you attract and retain the best talent for your organization.

Leadership Development Program Design

Leadership skills and competency analysis

Facilitated workshops and team activities

Individual coaching plans with targeted developmental criteria and time-bound activities

Emerging Leaders Program Design

Succession Planning

HR Strategy

Workforce Planning

Talent Acquisition: Sourcing, Recruiting, Onboarding

Talent Development: Competency Modeling & Career Path Design, Retention

Reward & Recognition

Engagement & Morale

Results based performance appraisals and development plans

Diversity & Inclusion

Tools & Insights

COVID-19 June 22, 2020

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