we help you unlock value by starting with your values.
“That’s exactly what we needed!” is what we often hear.
We’ve unlocked millions with our EQ + data-driven
strategy and organizational design approach.
“You understand people and change deeply. In all of my years of experience, you are the best organizational design consultants I have ever worked with.” ~Mona P., Change Management Leader, ACN Digital
Over time in our careers, we noticed that a big piece of the organizational puzzle seemed to be missing on the engagements we worked on: Culture.
So, we decided to start our organizational design consulting and HR coaching firm. We dedicated ourselves to addressing people and culture, in the most sophisticated ways possible.
A No Brainer: Your One Stop Shop for Org Design and L&D
Why work with us?
- – We combine cutting-edge people analytics tools with EQ and personalized coaching to get fast ROI. Using our assessments, we’re able to get to the root of inefficiencies quickly and solve them.
- – We’ve been able to cut HR and operating costs in 1/2 and accelerate team performance. We’ve done this by combining our people analytics tools + expertise across business, data and AI, neuroscience, and EQ.
– We go much beyond traditional HR coaching and consulting. We understand that it’s not just about recruiting top talent but keeping them through the right culture, processes, and tools.
Best of all, we’ve developed tools and methods for measuring organizational culture and tying it to performance. We find the root causes of poor business performance quickly, dramatically improving growth and ROI.
Our Happiness Guarantee
Client satisfaction is our number 1 priority, and we give our 150% to make it happen! Our promise to
our clients is:
- Trust. We'll always be honest with you on our recommendations, even if means less business for us.
- Customization. We'll take the time to understand your company's unique priorities and context.
- Collaboration. We'll regularly communicate with you to incorporate feedback.
- Superior Customer Support. Our team will be available to address your questions or concerns promptly.
- Fast Results. We will deliver on or before time.
If for any reason you're not thrilled with our work, contact our support team and we'll make it right!
We’ve worked best with leaders who…
- Have a solid strategy and are struggling with getting their teams to propel it
- Want to improve organizational collaboration across teams/siloes
- Need to improve a manager or leader’s effectiveness(maybe even your own!)
- Are struggling after a major change or pivot(e.g. layoffs, role changes, technology or process changes)
- Need a strategic People/HR leader without the high expense
- Want to develop an effective data-driven DEI strategy
Our Unique Formula for ROI
Data and Analytics
…and a Touch of Innovation
“You’re the ideal blend of hard and soft skills.”
CEO of early-stage B2B HR Tech startup
We’ve worked with startups to
“You asked just the right questions! Thanks to your expertise across the board we significantly improved team ROI.”~ Steve A., Executive Director at NYU
The key to organizational effectiveness is alignment: across people, across data, across tools, and across KPIs. And alignment depends on timely, clear, and relevant communication.
Problems show up when we rely on the human alone to enable this communication.Why? Well, as we know, humans are imperfect. In particular, overwhelmed humans who are juggling multiple responsibilities, projects, meetings, and emails.
Yet, so often organizations devolve into blaming others for shortcomings in their processes and tools. Often, it becomes a blame game of “that team/person didn’t deliver in time.”
As a result, resentment brews, siloes form, and company culture gets eroded.
In these days especially, companies face an even bigger risk for organizational misalignment and poor communication. According to a recent MIT study, organizational effectiveness consulting can unlock up to $14M per year for the average mid-sized company.
So, want to improve your organization’s effectiveness? Here are some tips to start:
1. Automate workflows.
Do you have the right workflows in place at your organization, or do tasks frequently slip through the cracks? You can use a number of tools to enable better collaboration and task completion, depending on your needs – Sharepoint and Trello, to name two. Also, use frequent, automated reminder e-mail notifications to make sure necessary work gets completed.
2.Overcommunicate from leadership.
To reduce confusion, leadership needs to take time out to communicate the vision and strategy to the entire organization transparently, and in a consistent manner. Tools like Workboard can help tie company objectives to project objectives, visually using interactive dashboards and KPI visualization.
Also, strongly consider hiring a Communications Lead to keep employees engaged in the “big picture” view. Too often, project teams and front line employees have little visibility into the company’s long term plan and become consumed with the day-to-day. It is essential that employees at all levels understand the strategic value of their work. This way, they can concentrate efforts on the highest-value activities.
3. Document everything.
Don’t assume that anything is “tribal knowledge.” Roles, responsibilities, and work processes need clear documentation and labeling, especially as new talent is onboarded. RACI charts are invaluable. Don’t worry, these don’t have to be set in stone. But they DO need to be defined for any given moment in time.
4. Make documents and data accessible.
Whatever cloud or data sharing service you use, be strategic and thoughtful when setting permissions. At the same time, ensure that important information is accessible to employees when they need it. Reduce the amount of time employees spend asking around “where can I get x document?” Rather, engage the entire workforce around proper version control and centralizing and organizing information actively. This often means continuously cleaning out old, outdated versions and properly labeling “FINAL” versions.
5. Take advantage of self-service tools.
Invest in comprehensive FAQs, trainings, and change management for self-service tools. Dependencies and waiting for information slows things down. As much as possible, take advantage of self-service capabilities to help employees answer their own questions. This is especially useful with frequently asked questions regarding admin, which may be posed to HR. The idea is to free up time normally spent on the mundane to devote to more strategic, high value activities.
Depending on humans alone to carry out the various tasks that the new, complex workplace demands is unreasonable and inefficient.
So, remember to take a magnifying glass to your processes. People alone are very rarely the sole cause of organizational inefficiencies. Sure, some people are inherently more difficult to work with than others . They can be lazy, difficult, or just plain inefficient!
However, the majority of employees are actually just doing the best they can within their means.
Thus, take a good, hard look at your organizational processes and bottlenecks, get feedback from teams, and put in place the right tools. While change management will be an investment in the short term as the organization adjusts to the “new ways of doing things,” you will reap huge returns in the long term.
Organizational effectiveness consulting can help you identify organizational misalignment problems and optimize your organization’s communication processes and tools. Ask us about our 360 Assessment and consulting services.
Get in Touch
Get a feel for what it’s like to work with us for your organizational design and leader/manager training needs.
You can ask us about our free trial and demo workshops, and relevant case studies.
These terms ultimately belittle what the modern day HR leader does. As a result, they cause leaders and employees to devalue the function as a whole. "HR" today encompasses strategy, technology, operations, finance, AND the complexity of people, all in one. Culture?...
Our team often get asked two questions: 1. How do I know what my company culture is? and 2. How do you change it? Well, you could say these are both “loaded questions"! #2 is something that if we had a formula or recipe for, we...
A thriving organization depends so much on its people . And yet, developing a strong people strategy and culture is unfortunately often an afterthought for companies. The issue of finding and developing the right talent is often looked at too simplistically....
Reason #1: The Definition — DEI is More. Today, in spite of all our society has been through, we talk about diversity in a very limited fashion. That’s why it becomes a box to check rather than an actual strategic imperative. Did we hire enough black people?...
“We could not have increased our revenue the way we did without your help.” CEO of Series A aviation startup
hr coaching | organizational design consulting | dei consulting
los angeles | san francisco | dmv baltimore | nyc Locations