What do High Performing Nonprofits have in common?
Characteristics of High Performing Nonprofits. Are you one of them?
G Good Management Systems
R Robust Talent Development
E Effective Programs
A Masters of Change
T Excellent Leadership
S Strong Board
Source: Stanford Social Innovation Review & Bridgespan Research Group
We work with organizations across all sectors in all 50 states and internationally.
LEAN & PROCESS CONSULTING
HR CONSULTING &
We have curated methodologies, tools and techniques using more than
100 real-world case studies from
all over the world and experience gained from extensive research
with large consultancy firms. We combine decades of expertise,
best practices and lessons learned - to accelerate
your project execution, deliver quick wins and
establish credibility with your board, donors, stakeholders,
members, volunteers and staff quickly.
Our practical approach uniquely integrates
change management and human capital management techniques
with business strategy, operational goals, customer experience needs and the need for organizations to
develop, integrate and enhance the following lens and capabilities to stay current with
constantly changing business needs and consumer expectations ...
What are your goals this year?
Diversity & Inclusion
Agile Thinking and Innovation
Satisfied clients have elevated performance, improve employee engagement, increase moral, productivity and more.
Would you like to learn how?
Is your organization paralyzed by change or is it a change enabler?
Learn how to create an agile workforce, build adaptive processes and cultivate a culture of innovative thinking and operational excellence - to promote, enable and sustain change.
the new ConSTANT
Skillfully navigate difficult business or technology transformation change journeys by avoiding costly pitfalls and leveraging decades of lessons learned gained at organizations and industries similar to yours. Learn how to jump-start or accelerate your change program to build momentum and excitement for your change journey. Or find out proven techniques that can help sustain momentum when sponsors waver or the multi-year change journey starts to lose its luster.
Human Capital Management
A global survey of 700 CEOs conducted by the Conference Board (2013) showed that human capital management is their top priority. This should not be surprising since companies' people assets represent one of the largest operational cost line items across any industry (accounting for 30% to 80%). Numerous research studies have also shown that people is one of the most if not the most important driver of a company's success.
Integrated Human Capital and Talent Management Framework
To optimize return on investment for its people assets, companies should adopt a disciplined, structured and holistic approach to planning, designing and developing its most important assets - people.
The framework below shows all the major components, both strategic and business-as-usual elements that should influence the decisions companies make concerning the types of skills and workforce profile companies should have, the ways in which they attract, develop and retain talent to achieve and enable their business objectives and strategies.
Strategic Workforce Planning
Be it to prepare a company to transition and enable a digital business strategy, to refresh an
outdated workforce model or to better allocate resources in a cost-effective and efficient manner to sustain and grow revenues and margins, the benefits that can be gained from strategically planning for a company's workforce for the future cannot be over stated.
Aligning a company's workforce strategy and plans to its business strategy, imperatives, and goals are increasingly paramount to enabling a company to achieve its stated objectives.
Increased use of artificial intelligence to automate tasks and jobs, demand for new digital age skills and competencies, rapidly changing customer needs and technology innovations have upended the traditional ways of planning, allocating and staffing jobs to meet workload requirements. Strategic workforce planning incorporating what-ifs analysis and robust forecasted projections of demographics, supply of skills and contingent staff versus permanent hires are key to enabling companies to be agile in developing workforce models and responding to business needs.
How well aligned are companies' existing
workforce strategies and models to business strategies?
The gap between companies' current state workforce capabilities and profile and senior management's expectations of where it needs to be is wide. While 68% of senior management believes there needs to be a strong alignment between companies' workforce strategies with the business strategies, only 44% state they have a clear understanding of what are the critical competencies necessary to enable those strategies. Worse, only 39% feel they have the right workforce mix of skills and employee/contingent staff ratio to enable their business strategies.
Talk to one of our experts today to
Alan Cooper, Ph.D.
Specialties: Human Capital, Succession Planning, HR Strategy, Policy and Process, Leadership Development, Learning and Education Innovation, Learning and Development, Organization Design and Development
Specialties: Executive Coaching, Leadership Development, Transformation Change, Strategic Communications, Human Capital, Risk Management, Governance, Process Excellence, Lean Systems,
Executive Buy-In, Strategic Change Management, Customer Service
Specialties: Diversity and Inclusion, Anti-Harassment, Organization Design and Development, Culture Assessment, Human Capital
Specialties: Talent Management, Workforce Strategy, Planning and Development, Organization Design and Development, Culture Assessment, Human Capital
We serve the needs of small and large clients
in nonprofit, public and private sectors across industry.
Select clients include those listed below:
Veterans Administration Hospital Network
St. Barnabas Hospital
Financial Regulatory Authority (FINRA)
The State of Florida
Richmond University Medical Center
Staten Island University Hospital
VIP Community Services
Adirondack Health Institute
Hudson Headwaters Health Network
Bridge Back to Life
Water Environment Federation