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The requirements for organisational change are quickly increasing in step with changes in our surroundings. Maintaining the necessary skills- and mindset becomes crucial. Therefore, we put great emphasis on clarifying the connection between a company’s strategy and the skills and development needs of the employees. We begin with the big lines, identify the gaps in competence and fill them through competence development and recruitment.

Customer-oriented
organizational development

We’re all customers

Most organisations have a perception that they put their customers at the centre, but studies show that only 30 per cent of the customers share this perception. To see yourself through the eyes of the customers, from the outside and within, is key to the work of equipping an organisation for the future.

Together with our customers, we are developing the customer journeys of the future. Customer-oriented organisational development is about developing processes, products or business models in a manner entailing that the organisation creates higher value propositions and better user experiences.

In order to achieve better customer experiences, it is important to understand how the customer thinks the organisation is currently performing. Therefore, the work often begins with collecting qualitative and quantitative insight, where the customers share experiences from their everyday lives.

The insight work provides a clear indication of where the shoe pinches, and how one should prioritise

“tender points” in the continued development work. This is often illustrated through a customer journey, which shows how the customer thinks, feels and acts in their journey before, during and after a purposeful act.

Once an overview of the customer’s tender points has clearly emerged, the work of organisational and process design can commence. We use different methodologies in the field of business modelling, lean and innovation, depending on the project. The main goal will always be to adapt processes, services or products in a manner that reduces the customers’ tender points and improves the areas that provide goodwill and value propositions.

Les mer
background
How can we assist?
  • customer insight
  • customer journeys
  • lean
  • business modelling
  • process improvement
  • innovation

Strategy and change

Involve to evolve

If we are to succeed with strategy and change, it is crucial that those who will actually be performing the job are involved and have ownership of the processes. The world is changing faster than ever before, and to maintain competitiveness, you have to constantly keep moving. By using recognised frameworks and effective methods for involvement, we develop agile enterprises that quickly adapt to changes in their surroundings.

Strategies are of little value unless they are embedded in the organisation. Our experience shows that challenges with strategy work are rarely due to inadequate analyses, strategic understanding or the ability to make good decisions. In many cases, the challenges relate to the ability to embed decisions in key parts of the organisation. Inadequate embedding leads to strategies often becoming outdated before they are realised.

If you are to succeed in strategy work amidst rapidly changing surroundings, it is a prerequisite that you use appropriate methodologies and approaches from the outset. We use recognised frameworks that contribute to strong involvement and understanding of the need for change. Our extensive experience with strategy work and creating change through people, entails that we can contribute to progress, embedding and value creation from day one. As an advisor and facilitator throughout the strategy process, our most important task is to adapt methods, frameworks and tools, as well as facilitating key activities in the board, management and among employees.

Les mer
background

How can we assist?

  • corporate governance
  • growth strategy
  • operational improvement
  • board services

Training and development

It’s all about aptitude

When changes are to occur quickly, it is important that the organisation’s employees have the skills required to realise the enterprise’s objectives. Therefore, it is necessary to succeed in reskilling and upskilling. We use PEOPLE LAB.™ to achieve faster and more durable effects of competence development.

Several thousand people have trained in PEOPLE LAB.™ over the years and the feedback is clear: The training produces greater value and faster effects. We deliberately refer to it as “training”, because continuous development requires continuous training.

Our methodology is inspired by elite sports, where digital tools and video analysis have long been employed as part of the training work. We utilised the same methods when we developed the training arena PEOPLE LAB.™.

PEOPLE LAB.™ is crucial for the development process and is used, e.g., as a starting point for assessing and developing the employees’ behavioural patterns and skills.

Through the training, we develop self-awareness, confidence and understanding of how one can handle key situations even better. We create a safe and nurturing arena for managers, specialists, advisors and teams that have ambitions of being the best in their industry, sector or discipline.

Les mer
background

How can we assist?

  • competence strategy
  • management development
  • management group development
  • sales training
  • training of customer service personnel
  • advisor training
  • cooperation skills
  • innovation competence
  • effective teams

Recruitment and selection

It's all about aptitude

Recruitment is among the most strategic things a manager does. Competition for talent is often considerable, and it is crucial to select the best people. “Aptitude” is about identifying a natural potential. Only by seeing people in an actual situation can you find the actual potential. Sometimes the actual potential is found where you least expect it.

With PEOPLE LAB.™, we have developed a method that provides greater accuracy and greater value. In order for the candidate to be able to show their potential and ability to fill the new role, we use good questioning techniques, tests and cases related to practice. At PEOPLE LAB.™, the candidate is assessed based on their abilities for cooperation and interaction, as well as professional competence and reasoning skills.

In recruitment processes, a high level of competence is often required at the management and specialist level. You need someone with experience and business understanding who is able to view the recruitment from a strategic perspective. We always begin the assignment by understanding the strategic opportunities and challenges you, as customer, are facing. With active searches and some of the industry’s most innovative advertising solutions, we go to great lengths to find the right candidates. Through an enquiring, equal and honest approach, we create candidate experiences out of the ordinary.

Our consultants have extensive experience, industry knowledge and candidate networks in a number of industries. We speak with key individuals in order to gain insight into where their organisation is at the moment, where you are heading in the future, and what skills a new hire should have in order to steer the organisation in the right direction. We assist with a broad range of management and specialist roles:

Management – CEO, CFO, COO, CIO, marketing director, sales manager, HR manager, innovation director, plant manager, technical manager, management roles in the public sector

Specialists – finance and accounting, actuaries, analysts, engineers, KAM, communication and marketing, HR and HSE, sustainability advisors, project managers and advisors

Les mer
background

How can we assist?

  • advertising
  • active searches
  • screening
  • interviews
  • case and job simulations
  • final assessment
  • tests and job simulations
  • onboarding
  • outplacement/readjustment