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Take a look at this quick guide to organisation design principles. 👇 #orgdesign

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We were engaged to design and deliver a series of briefings for a leading global charity who support and educate GPs across the UK to improve the early diagnosis and prevention of cancer. Here's what they had to say about our work. #ProBono

We're delighted to be ranked as one of the UK's Best Workplaces in Consulting & Professional Services™️ 2023 by @GPTW_UK Thank you to our incredible team for helping us to build a great workplace for all. #UKBestWorkplaces

In her latest article for @PeopleMgt, Katie Brown breaks down 6 simple ways HR leaders can ensure their teams are nurtured and developed, all whilst ensuring their organisations evolve to stay relevant in the modern professional world.

Career ecosystems contain a range of components that can be linked together to create a strategic, sustainable, human-centred career framework. Here are the 6 components that make up the career ecosystem. ♻️

Our operating model and organisation design experts can help you address all these challenges - and more. Get in touch to hear more on our operating model accelerator labs:

Operating models form the foundations of an organisation - and strong foundations lead to successful businesses. Here are a few signs that it's time to invest in your organisation's operating model. 👇 #orgdesign #agile

Organisation design efforts often fail, but a people-centric approach can massively improve your chances of success. Discover how:

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AI is useless without the operating model that unlocks its potential. Discover our latest:

We support companies to help create purpose-led cultures. Reach out to us, so we can maximise your potential through your people.

7. Address misalignment Use a range of metrics to identify where people are struggling to understand what the purpose means to them. Invite qualitative feedback through 3rd party tools or sentiment analysis, and cross reference this with quantitative data to target misalignment.

6. Embed your purpose Give employees the opportunity to explore ways organisational purpose applies to their own role. Organisational strategy, capabilities and management systems must also support the wider purpose.

5. Align incentivisation Review incentives and promotion processes to ensure they align with a longer-term mindset.

4. Don't just focus on tone from the top Enable line managers to articulate what the purpose means for them, their teams and their day-to-day responsibilities. Empower the middle to take responsibility for the areas they control. Give managers the power and time to act.

3. Consider your personal purpose Ask yourself: why do I come to work each day? How does my personal purpose link to that of my organisation?

2. Crowdsource ideas Ask people across your organisation what they feel their impact is. This can create a buzz with employees and build their engagement and alignment.

1. Start with history Understand why your organisation was started in the first place. Is that still relevant today or can it be adapted to apply to the future?