Your company is carrying on growing,
but could things be done
Bombarded by consultants who try to implement methodologies that
don't carry over well to your company?
Is organizational development keeping you too busy to
focus on your goals?
We have the solution:
Every company has this in common: they transform clients' demands into financial results.
We align job positions, internal communication, and performance management with the profit producing processes unique to each business model and company
Usually, OD interventions focus on moderating the waves triggered by problems related to poor execution of/or poor operational processes
if employees do the same thing differently - perhaps with a new mindset - the desired change will take place, and
establishing and cementing an ideal state of work organization / distribution in line with management intent to have high efficiency and optimized costs of delivering the products or services.
Builds in a vertical axis of communication relating the actual market to the financial results of the company
establishing a heatmap of chains of position-related performances derived from high-level business KPIs.
Defining intervention points and levels by turning personal perceptions into hard data.
When high grade-level/value employees are executing lower-level tasks, it's not only inefficient - it also sends a confusing message about the real nature of the role these people undertake in the company.
As a result, the 90 % of associates feel overloaded taking the responsibility for the value of about 90 % KPIs monitored.
Clarifying the chaotic state of role-understanding identified with our repertory grid method is
the journey leading to real change.
Replacing the traditional way of analyzing the intra- and cross-departmental processes
we link the daily activities of each position
to the process of producing financial results from market demand.
The shortest and most effective way of doing this is mapping the paths of performance data through levels of hierarchy beginning form the demand entry point up to the highest level of KPIs.
The number and the content of the data paths outlines the pillars of the management framework of the company.
Through the next three steps we create the management toolset for each position linking them to each other in handling business performance data.
Working with the company's management, we distribute a position's expected performance indicators and values they report.
This way we ensure the yield and continuous maintenance
the professional and organizational behavior expected from the role.
We upgrade the job descriptions to the business portfolio of the position.
The tasks are the junctions of the pillars of the business management framework and of the personal business contribution simultaneously.
The portfolio is a built-in change management tool; it serves as the basis for personal, business and market development through the regular F2F-s.
The face-to-face forms, which are created for each position through a hierarchical system, become practical guidelines for each manager to
The management toolset is structured under
of the cascaded platforms of communication.
Once the new way of communication is in place and effective the company is ready to manage the “old” processes and its experienced experts in
without overloading the people with change management while lifting off the overload they suffered earlier from.
All the changes are introduced by the management and through leaders; there are no trainings, no direct presence of the consultants.
The project duration depends on the availability of the management, minimum time required is four weeks. The size of the company hardly matters as we work with data paths instead of analyzing operational processes.
To order a project or for further information contact us at
Phone: +(36) 30 524 5315
Home page: http://psyon.hu
We are backed by 35 years of applied business research.