About Us

• Define objectives.
• Design an assessment plan.
• Implement the plan & gather Information.
• Interpret / Evaluate information.
• Use the results in strategy formulation.

We develop an understanding of current reality against the essential components of a world-class organization. During this phase, our consulting experts establish your current level of performance and identify areas for change. The issues identification is done collaboratively with your team to develop Scenario Ownership among them. We adopt appropriate methodologies of interviews with staff and management, analysis of data and gut instincts.

• Backed by diagnosis.
• Strengthened by guiding principles.
• Creates sustainable advantage.
• Coherent actions defined.
• Clear to describe.
• Measurable.

Our consultants identify and present the case for change to strategic leadership. During this phase, strategic leadership is  engaged in creating the vision for an improved future, so that the organization can work on common goals and objectives. We outline the required interventions in strategy, structure, systems, leadership interventions and culture change in the organisation. These reports and suggestions are discussed with the strategic leadership to outline a plan.

• Inform.
• Influence.
• To build credibility, image and goodwill.
• To press for action.

Organizational change initiatives trigger anxiety across the corporate hierarchy in even the best of times. They can make one dizzy, they can elicit fear, even panic. Calls to change can also provoke especially intense resistance. When uncertainty is such a prominent - and threatening - feature on the external landscape, people crave constancy and routine inside their organizations.

Our consultants help you keep the message simple, build behaviours based on realities, create a framework to help people stay disciplined. We help you adopt a storyteller approach and use new age media in unexpected ways.

• Make it useful. Create a sense of urgency.
• Make it relevant. Create and communicate a vision for the future.
• Make it engaging. Offer the tools of the trade.
• Create an environment. The change will have to be anchored in culture.

Our job here is to allow people to effect the change organisation is looking for, make sure everyone involved is conversant with the tools and the theories around the initiative, and ensure that the Sustainability Drivers are embedded at this point in time.

At this point our job is to ensure that we have Change Agents and Change Missionaries in place to drive the change, create a sense of urgency, ensure relevant stakeholders are committed, and if required, disarm the culture.

• Remove obstacles.
• Create short term wins: 6 months.
• Make it replicable: 12 months.
• Make it reliable: 18 months.
• Make it sustainable: 24 months.

We work closely at all levels of the organization and across five differentiators-People, Process, Technology, Leadership and Culture. We identify opportunities for continuous improvement, transferring know-how to ensure a sustainable future.

• Measure against milestones and celebrate successes.
• Identify and address unanticipated barriers.
• Reinforce focus, in case of drift.
• Course correct where required.

Some metrics that are key are embedded in the implementation phase viz. project KPIs, ROI measures, Effectiveness etc.