Sayal for Development and Transformation Services.
Reshaping organization and people experience is not a one–time event, it is a systemic long term-investment that requires multiple dimensions, disciplines, and people contribution.
Our people centric based approach focus on building mindset, skills, structure, process and culture.
We work closely with leaders and teams to identify challenges and key elements of change and act with broader interest and greater commitment to accelerate your organization change by focusing onwards organizations main challenges and areas of improvements:
- Leadership and people purpose.
- Alignment of business strategy and human capital strategies
- Workforce attributes and corporate culture best serving business module objectives.
- Compatibility of structure, systems, products, and workforce to drive business strategy.
- Organizations readiness to change.
Our BOLDER BY DESIGN approach focus on improving quality and performance of the hard elements and soft elements of organizations success, our approach will unlock the power of your best assets, close potential gaps and progressively drive your transformation through three core initiatives :
- Human capital:
It is so imperative for organizations to understand that people can be their main source of failure/ success, even when organizations have the right set of technologies, solid policies, and process. Our human capital initiatives focus on building a picture of what workforce need to look like across all dimensions and then we make the change happen by bringing your people along on the change journey through precise complex actions
- Culture transformation :
Culture is organizations DNA, when organizational culture aligns with your business strategy, it accelerate your growth, improves staff engagement, reduce risk and build your brand. But when it doesn’t, it can stand in the way of your organization success.
Our diagnostic culture assessment tool will help you architect a unique culture by gathering feedback on forces from multiple structural layers influencing the current culture and most important for future shift to help you:
Organizational development:
- Define gaps between the current culture and the culture you want.
- Define forces effecting culture change.
- Prepare potential change leaders to play effective role in culture shift activities.
- Prepare change recipients for the coming cultural shift with unified purpose, values, behaviors, mindset, and skillset that support culture shift program.
- Develop culture change action plan that gets results from strategy sooner.
- Reshaping organization components, process, policies, practices, and structure to support planned alteration.
- Tracking change progress over time
Talent acquisition:
Finding the right people and mindset that positively impact your business from the day they come onboard, it requires a substantial talent management strategy able to find the right potentials and make them grow with your business.
Our BOLDER BY DESIGN talent acquisition approach will support your organization at all stages of recruitment process, from job design, sourcing hiring and onboarding, help you attract, retain and setting-up core teams for your future business activities, through a dynamic and cost-effective formalities:
- Through the assessment we will be able to spot your needs and act to close these gaps with internal moves or new hires and set-up a cost effective strategic recruitment plan.
- Outsourcing professionals Our bespoke outsourcing approach is flexible and designed based on your organization structure, operations, projects and business geographical expansion specific needs of global and local professionals. We provide full scale and project blended outsourcing, which will help your organization become more agile and improve recruitment experience with limited management and reduce cost and time to hire.
Career coaching:
Whether outplacing candidates or developing internal talent, Career coaching can drive significant benefits for organizations, it is indeed recognized as one of powerful talent retention tool, and aligns staff energy, shared values towards organizations standards and norms which is fundamental for organization to able to perform successful succession planning, positions displacements and become more dynamic for change with minor resistance, and perform cost-effective manpower utilization.
Through one-2-one or in groups, our experts will help your staff reskill and up-skill for career shifting and prepare them mentally and technically to discover their potentials for future transition and land the next dream job.
For individuals
- Become more impactful leader
- Excel faster in a new role
- Navigate towards change with confidence
- Communicate with impact
- Master new skillsets and mindset
- Increase self-awareness
- Become more accountable
- Become more inclusive and diverse
For organization
- Accelerate transformation
- Build agility
- Retain and engage people
- Cultivate your unique brand and culture
- Improve performance
- Improve accountability and transparency
- Spot potential future game changers Improve communication effectiveness
Leadership development:
In today’s complex and challenging economy, organizations require to remain competitive and agile to respond to surprising challenges. Therefore, organizations are in need to develop and relies on leaders who are accountable, innovative, collaborative and able to drive change, breaks out of the traditional corporate hierarchy to share knowledge across the organization while remaining committed to individual business unit performance.
The visual representation of the T-shape leader illustrates the dynamic interactions of main concept leadership business competencies:
- The horizontal Axis of the T represents: abilities to enlarge leadership effectiveness; breadth, cross functional network to leverage organization performance.
- The vertical Axis of the T represents: depth functional knowledge and expertise necessary to lead business operating unit performance.
- Assess supervisors’/leaders frequency of use of successful leadership behavior/practices that positively impact business environment and performance.
- Identify business future planned shifts, to identify future bench of leadership characteristics needed to promote future change.
- Assessing skills gaps, strengths and weakness of current leaders and high potential future candidates.
- Develop a T–shape leadership roadmap program through action learning, coaching, mentoring, stretch assignments to help leaders generate skills to embrace and create change.
- Senior leaders & executives:
Which involve progressive development of key business leaders according to their strategic and tactical in/out of the organization quadrant.
- Mid-level & first line managers:
Which involve progressive development of key cross-functional leadership skills according to their operational expertise that lies-in the organization quadrant.
- Potential leaders:
Which involves preparing second line of future leaders based on their technical -in the organization quadrant.
Performance management:
Effective management of organization employees’ performance is crucial for success. Our BOLDER BY DESIGN _ performance management program, serve both strategic and operational purposes, it is applied according to organizations context, development initiatives and purposes to build, redesign, update performance review practices in place.
- Identify behavior and result needed to carry-out organization strategic priorities and maximize the extent to which employees exhibit the desired behaviors and produce the intended results.
- Improve communication effectiveness, in which allow employees to know how they are performing and what organization/stakeholders expectations regarding their performance.
- Identify job-relevant strengths and weaknesses and plan for development process.
- Generate data regarding employees’ performance to serve as key input for administrative and legal decisions.
Our BOLDER BY DESIGN – performance management program, promotes constructive feedback, continues coaching, dialogue, setting expectations and planning objectives and judgment of three main elements:
- Job analysis: identifies the components of particular job. However, our approach is not to make distinction among jobs, rather to make distinction among people.
- Performance standards: it is the link where the level of performance deemed acceptable or unacceptable for each of the job-relevant, critical areas of performance identified through job analysis.
- Performance appraisal: describes the job-relevant strengths and weaknesses of each individual as an exercise of judgment accomplished by observations.
- Congruence with strategy; it measure and encourage behaviors that help to achieve organizational goals.
- Practical, easy to use, acceptable and cost/time effective.
- Include meaningful matters under the control of the employee, occur at regular intervals, provide continues skill development of raters & ratees, support administrative & legal decisions, seen as important part of everyone job.
- Provide specific guidance for raters & ratees about what is expected from them and how they can meet the expectations.
- Performance measurement scores are consistent, reliable and bias free over time.
- Allow inclusive and active participation of raters and ratees.