STRATEGY BUILDING
We work with organisations to build long-term strategy, as well as on the phase-by-phase plan to implement this strategy.
We work with organisations to build long-term strategy, as well as on the phase-by-phase plan to implement this strategy.
Strategy building is geared towards ensuring that all parts of the company are working cohesively together to achieve the company’s vision. Strategy ensures that the path to achieving this vision is efficient and effective.
Strategy ensures that concerted and pointed efforts are made by all, thereby preventing the company from navigating blindly through the different ways it could work towards its vision.
We conduct primary, secondary and tertiary research on both the company and the market to understand practicalities, efficiencies, and uncertainties, to advise and formulate long-term plans for the company.
We ensure sound governance of family businesses, especially with respect to decision-making frameworks, reporting structures, as well as the alignment of family members to the vision and objective of the business
Family governance is the systematic functioning of the family business, with clearly laid out rules and policies, that guides the relation of family members to the business, and in that context, also to each other
A sound governance model helps ensure that family members across generations and branches work cohesively to ensure the survival, growth, and longevity of the family business without biasness, interference, and escalated conflicts.
We help model and lay out the governance structures and rules that are geared towards sound business practices, while ensuring periodic follow up and reviews of the model to ensure that follow through and evolution with changes in the business.
We identify the systems and processes that will increase efficiency and effectiveness in the organisation, and accordingly, either refine or set up structures to facilitate the smooth functioning of operations.
Organisation Structuring focuses on structures within your organisation, from departmental divisions, task allocations, and reporting process, to leadership composition, goal setting, and motivation building.
Organisation structures are crucial for work to flow smoothly and for it to be managed effectively. A clear organisation structure prevents confusion and furthers the accountability and responsibility that each one holds in the company.
We assess the organisation across several parameters such as size, location, number of offices, departments, amongst similar other factors, to formulate a structure that is stable, yet flexible.
We work with company heads to outline their vision in a clear and concise manner and build consensus amongst the top leadership and senior management, to channel efforts towards common goals and objectives.
Leadership Alignment focuses on ensuring that each member of the leadership has clarity on what they want to achieve and consequently, are able to collaboratively work towards achieving a unified goal.
The leadership is the driving force behind the organisation. They are critical for individuals banding together, formulating their trust in the organisation, and working towards achieving the goals that have been set out.
We conduct personalised and group-based conversations with the leadership and organise planned, agenda-based meetings where conversations on key components can be had and clarity can be achieved.
We manage turnkey projects for organisations in the social and commercial sectors. We manage these projects through all its stages, from strategy and planning to execution and impact assessment.
Strategic projects refer to those projects which will add strategic value to the organisation. Such projects range from digitisation initiatives, CSR projects, overhauls of systems, consolidations of units, amongst others.
Strategic projects are long-term projects which may lead to changes or shift the existing practices of the company. Such projects help the company achieve its planned goals and are critical for the direction they aim to take.
We manage such projects from start to finish including from planning, execution, impact assessment, as well as sustainability to ensure the continuation of the project.
We provide advisory and implementation support aimed at ensuring the continuity of a family business.Assistance in this regard refers to identifying the relevant short-term and long-term steps to ensure that the family business continues to survive while meeting its long-term objectives.
Continuity planning refers to the longevity and/or the survival of a family business post the current generation, as well as beyond just she incoming generations, while retaining ownership control.
Continuity planning helps ensure that the family business continues to stay on track, if not necessarily grow, in the light of generation transfers, economic crises, business disruptions, amongst others.
Such planning requires the alignment of family members on the vision, values, and the objectives of the business, through a consensus-based model to ensure the smooth running of the business
We assist with critical transitions in family businesses which include, transition to the next generation, to a non-family CEO and senior management, expanding the business into additional avenues, and separations in the business, amongst others.
Family business transitions refer to transitions to the next generation, to a non-family CEO and senior management, expanding the business into additional avenues, and separations in the business, amongst other such inflections.
Managing transitions effectively in a family business is important to ensure the longevity and survival of the business, as well as maintaining confidence in the business from internal non-family employees and external stakeholders.
Transitions are a critical process in the family business which need to be approached incrementally, with adequate preparation and planning, as well as a clear, collective understanding of the objective to be achieved
We assist with the identification, development, and promotion of talent in the family business in a fair, open, and equitable manner to ensure suitable roles for family business members, as well as sustained growth for the business in the future.
Talent Management for a family business refers to the management of career paths of family members in the business, including prepping them for leadership and responsibility-oriented roles, while ensuring suitable roles for participating members.
Talent Management in a formal manner is critical to ensuring the longevity of the business by placing the focus and attention on the personal progression and development of the individual family members, and especially, the incoming generation.
With a clear structure and years-long steps, talent management needs to be a concerted and dedicated effort where the roles, responsibilities, the progression pathway, as well as the evaluation criteria are clearly defined and communicated.
We help formulate and manage communication forums and processes amongst and between family members and key stakeholders including the board of directors, senior management, clients, and other key relationships.
Communication and conflict resolution mechanisms refer to the creation of systems and spaces that allow family members to periodically voice their thoughts and issues on business and personal matters which further are filtered to stakeholders such as the board, management, clients, etc
Communication and conflict resolution mechanisms are pro-active tools to prevent conflicts in a family business and prevent the subsequent miscommunication and impact on relevant non-family business participants and stakeholders.
Through the creation and governance of periodic communication and conflict resolution forums, family members are provided spaces to interact with each other, voice concerns, and periodically update each other on day-to-day and important matters.
We manage individual and organisational perception both internally and externally to ensure that strategically, relevant messaging about the organisation is projected.
Perception Management focuses on the impression that the organisation sets, both internally before its members, as well as externally, in terms of its reputation and trust before external stakeholders.
Perception Management is crucial for business to take place. Perception dictates how internal and external stakeholders interact with the company and therefore, is critical for the company’s trajectory.
We take stock of the organisation’s perception digitally, as well as amongst employees, to define the next steps that would help the company develop the perception that would help it achieve its goals.
We provide training to organisations using our carefully designed methodologies which are aimed at improving relations between and across team members and designations.
Training and Development is geared towards upskilling individuals in the company, to not just ensure the company’s growth, but also the individual’s personal and professional progression.
Training acts as a motivator and facilitates creativity in thought process amongst all. It helps ensure that individuals in the company are constantly innovating and keeping up to date with global trends.
We conduct soft skills training programs across areas of communication, team building, motivation, leadership, work ethic, amongst others. Our methodologies are geared towards ensuring that individuals in the company value themselves and their work in the company.
We ensure that technology is integrated and utilised to automate systems, as well as to improve processes, to increase efficiencies in the long-term.
Technology Management refers to the use of technological tools to make operations of an organisation efficient and to the extent necessary, automated.
Technology is a useful tool to help an organisation expand, monitor, maintain, and track information flow. The utilisation of technology is crucial to increase efficiency, as well as increase the scale of operations.
We assess the existing technology in the organisation and help refine and manage vendors for the creation of internal technological systems to optimise operations.
We work with you to establish systems and policies that enables the talent in the organisation. At the same time, we also identify and manage recruitment processes to help you find and retain the talent you require.
HR Policies are guidelines that help govern the human resource in the company. Such policies ensure a healthy, safe and conducive work environment, helping with both talent attraction and retention.
HR Policies help ensure that all individuals in the company feel comfortable and at the same time, understand the potential for their growth and progression within the company.
We customise industry wide best practices to your organisation and the people within it. We ensure that these policies are fair and that they enable the individuals in your organisation.