Design thinking and user experience
Additional Information
You can write articles, long mission statements, company policies, executive profiles, company awards/distinctions, office locations, shareholder reports, whitepapers, media mentions
Articles – Good topics for articles include anything related to your company – recent changes to operations, the latest company softball game – or the industry you’re in. General business trends (think national and even international) are great article fodder, too.
Mission statements – You can tell a lot about a company by its mission statement. Now might be a good time to create one and post it here. A good mission statement tells you what drives a company to do what it does.
Company policies – Are there company policies that are particularly important to your business? Perhaps your unlimited paternity/maternity leave policy has endeared you to employees across the company. This is a good place to talk about that.
Executive profiles – A company is only as strong as its executive leadership. This is a good place to show off who’s occupying the corner offices. Write a nice bio about each executive that includes what they do, how long they’ve been at it, and what got them to where they are.
Learn More
This is a content preview space you can use to get your audience interested in what you have to say so they can’t wait to learn and read more. Pull out the most interesting detail that appears on the page and write it here.
Human Focused Transformation
Leadership Assessment
Client Loyalty/Feedback Survey
Employee Engagement Survey
Why would an organization spend the time, effort and expense of implementing a 360° leadership assessment program? It’s a good and legitimate question, and one that will surely be asked by those that have to approve the funding for it. The short answer is simply that investing in a 360° leadership assessment is one of the most valuable training and development tools available for driving organizational change. Leadership improvement impacts many people, potentially an entire organization, and can lead to breakthrough business performance.
Employee Engagement Survey
Client Loyalty/Feedback Survey
Employee Engagement Survey
The information obtained from an employee survey will tell leaders about the health of the organization in areas like leadership, quality, customer service, culture, commitment, loyalty, training & development, compensation, etc. An employee survey in many ways is the business equivalent of an annual health checkup. Like health data, it is important to gather employee feedback data at consistent intervals in time. By regularly checking the health of your organization in good economies and bad, the leadership team will have the historical context necessary to provide meaning to today’s results. In other words, an organization needs data from boom times and slow times in order to have a good comparison for an organization’s health at one point in time.
Client Loyalty/Feedback Survey
Client Loyalty/Feedback Survey
Client Loyalty/Feedback Survey
We all know from our own experiences, both personally & professionally, that customers can be a fickle bunch. Some customers will stop utilizing a service after a single negative experience…and even worse many of these customers tell others in your target audience about it. While we inherently know that customers are silently (or not so silently) terminating business relationships every day, chances are we’re less aware when it’s happening at our own business.
Culture TRansformation
Culture TRansformation
Client Loyalty/Feedback Survey
Most company leaders today understand that making progress with diversity and inclusion is a journey of cultural change that they must undertake.
We have extensive experience supporting organizations through major cultural change programs—partnering with companies to deliver change that increases diversity and is part of a broader cultural transformation.
Leaders can address the engagement gap by rewriting the rules for how people interact at work, fostering peer-to-peer connections, and holding themselves accountable for results. Such interventions will improve the engagement of all employees.
Most efforts at developing leaders and talent fail, yet the need for exceptional leadership at all levels has never been clearer. The key to sustainable business success is a tight link between leadership and value creation. Either done in isolation of the other leads to inferior, unstable outcomes. Taken together and tightly integrated with value creation, leadership and talent development can be an engine by which companies consistently outperform.
Culture TRansformation
Culture TRansformation
Culture TRansformation
Most company leaders today understand that making progress with diversity and inclusion is a journey of cultural change that they must undertake.
We have extensive experience supporting organizations through major cultural change programs—partnering with companies to deliver change that increases diversity and is part of a broader cultural transformation.
Leaders can address the engagement gap by rewriting the rules for how people interact at work, fostering peer-to-peer connections, and holding themselves accountable for results. Such interventions will improve the engagement of all employees.
Most efforts at developing leaders and talent fail, yet the need for exceptional leadership at all levels has never been clearer. The key to sustainable business success is a tight link between leadership and value creation. Either done in isolation of the other leads to inferior, unstable outcomes. Taken together and tightly integrated with value creation, leadership and talent development can be an engine by which companies consistently outperform.
Culture TRansformation
Culture TRansformation
Culture TRansformation
Most company leaders today understand that making progress with diversity and inclusion is a journey of cultural change that they must undertake.
We have extensive experience supporting organizations through major cultural change programs—partnering with companies to deliver change that increases diversity and is part of a broader cultural transformation.
Leaders can address the engagement gap by rewriting the rules for how people interact at work, fostering peer-to-peer connections, and holding themselves accountable for results. Such interventions will improve the engagement of all employees.
Most efforts at developing leaders and talent fail, yet the need for exceptional leadership at all levels has never been clearer. The key to sustainable business success is a tight link between leadership and value creation. Either done in isolation of the other leads to inferior, unstable outcomes. Taken together and tightly integrated with value creation, leadership and talent development can be an engine by which companies consistently outperform.