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Results for your organisation – Why contact us?

  • The leadership wants improved results through their people becoming more engaged in their work
  • The business is growing and has hit a point of stagnating profit and/or internal confusion due to the increase in complexity
  • A large established business feels that it has become a bureaucracy, it has a stagnated culture and has lost the ability to innovate and work effectively (often coincides with the appointment of a new CEO)
  • The enterprise has developed a longer-term intent and strategy and wishes to ensure the ability to deliver this plan throughout the organisaion
  • There is a consensus that a restructure is in order, or previous restructures have been unsuccessful and have caused damage
  • There is an identified need for a leadership program for managers to be able to produce more results from their teams and at the same time, lift the level of staff engagement or satisfaction
  • Organisational practices in terms of the recruitment or, management and retaining of talent require an overhaul or improvement
  • Executives and senior leaders are feeling like they are spending their time ‘in the detail’ or not considering the future
  • People systems, such as talent management, appraisal, remuneration, recruitment and planning require improvement
  • One of our clients has now become a CEO or an Executive and wants to enable their people to deliver through our approach
  • There is a lack of trust in the organisation or change fatigue
  • Engagement with the communities you operate within

 

Please click on each step on the Organisational Sequence below for further information

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Andrew Olivier’s Blog

Andrew Olivier's Blog The thoughts and writings of Andrew Olivier

  • Scaled Systems Leadership
    by Andrew Olivier on September 20, 2020 at 9:50 pm

    Network and Ecosystem Leadership Is it possible to organise complex ecosystems to achieve a shared purpose?  Indeed is it possible to organise something which by nature is emergent, uncertain and comprised up of autonomous and semi-autonomous parts? Often with powerful agents? Are there clear guidelines that might help? Before addressing the two case studies of…Read more Scaled Systems Leadership

  • Doing Good is Good Business
    by Andrew Olivier on May 25, 2019 at 6:33 am

    Doing Good is good business How often do you hear these words? I had an interesting meeting with the sustainability team at Pick n Pay in  Rondebosch, Cape Town.  I listened intently to what they were doing across a broad range of fronts; from making the company compliant with the UN Sustainable Development Goals (UNSDGs),…Read more Doing Good is Good Business

  • Observations for High Potentials from Career Path Feedback
    by Andrew Olivier on January 18, 2019 at 9:37 pm

    Read the article below first, then watch this abbreviated Career Path Appreciation feedback given to a high potential. You may want to watch as a refresher (if you have done a MCPA or CPA with me over the years) or are interested in how a practical example of the generic insights shared in this article.…Read more Observations for High Potentials from Career Path Feedback

 
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  • UNSDGs Multiplier
  • Scenario Planning Workshops
  • Facilitated values domain conversations
  • Presentations for a new outlook
  • Business network expansion and introductions
 
X
  • Review and advice of current performance measures and set up of ‘telemetry’
  • Review and advice on causes of gaps in performance from individual to enterprise level
 
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  • Presentations and training workshops for education on leadership practices
  • ‘On the job’ coaching and facilitation to embed practices of leadership and team practices
  • Accreditation of internal expertise on leadership and training delivery
  • Analysis of current leadership practices and identification of improvement needs
  • Training and advice on creating and implementing change
 
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  • Accreditation of internal expertise on capability appreciation and advice
  • Individual and team capability appreciation and prediction for future strength and issue
  • Review and improvement to people systems including recruitment, talent management, performance, remuneration
  • Training and implementation of ‘People Day’ process to allow full enterprise talent management
  • Presentations for insight and discussion
 
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  • ‘Embedded’ coaching and facilitation program to create system ownership and improvement
  • Work system review workshops
  • Presentations and training workshops for education and subsequent change
 
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  • Full system role clarity workshops (‘PDs on a page’)
  • Role design advice and expertise
  • Facilitated discussions to create clarity between roles
  • Presentations and training workshops for education and subsequent change
 
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  • Accreditation of internal org design expertise
  • Current structure reviews, recommendations and change implementation
  • Coaching and mentoring in new organisational designs and associated leadership practices
  • Cross-functional work systems reviews and alignment
  • Facilitated organisational redesign
  • Presentations and training workshops for education and subsequent change
 
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  • Facilitated strategy workshops and conversations
  • Full organisational initiatives reviews
  • ‘Where are we now’ workshops