Organizational Diagnosis
Strategic Impetus
For any business organization to develop a strategic direction and a roadmap, it is imperative that it first establishes a widely shared understanding of its system, basis which it would gain an understanding of where it stands today and where does it want to reach in future. Our VITOHScope is a diagnostic tool that is a reliable predictor and is used to establish this comprehensive systemic understanding of the organization.
Performance & Operational Impetus
Often organizations run fine and nothing abnormal meets the eye. Yet, metrics that measure the business performance slip down, indicating falling operational performance. Our ADM Diagnoscope is deployed to identify areas in a strategic business unit, department, division, or a workgroup to accurately identify the hidden unseen causes that are having an adverse impact on the business’s operational performance.
Our Transformation Model
Objectives
- Diagnose all vital organs of the organization like People Processes, Systems, Context and Climate, Strategic Intent, Role Orientation.
- Accurately report diagnostic information on key parameters like business process efficiencies, performance orientation, human conflicts and communication status, people capability gaps, leadership quality and focus, cultural dimensions, value orientation, task orientation, technology, structure, and long-term strategy.
- Identifies the possible unseen causal linkages to the symptoms of the organization’s operational problems.
- Inform about the possible health issues in the organization so that appropriate interventions can be made on time.
Business Impact for the Organization
- Organization’s benefit by way of getting a first-hand realistic and objective report on the exact health status of the various parts and organs of the organization.
- Such an a priori approach, either before a strategic jump or adopting any tactical change gives the owners, the leaders, the managers and the employees, a level of sure-footed preparedness.
- Lays the foundation for a competitive strategy in the dynamic world.
- Makes the entire business strategy stand on a planned professional approach and not adopting ad-hoc, arbitrary goals without empirical methods.
Design Element
Organisational/ business diagnostics tools
Business maturity assessment tools
Data Analytics
Actioned Learning Projects
Learning workshops
Coaching and Feedback sessions
Delivery Elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Organizational Vision, Mission & Strategy
FOR WHOM? WHEN REQUIRED?
GrowthSqapes offers structured exploratory vision workshops for private, public, start-ups, SMEs and NGOs. Vision and mission workshops are maps that get installed in the minds of the owners, leaders and employees of an organization, which route the ‘origin’ and ‘destination’ of the business for a given timeline. It is imperative for existing as well as for new-age businesses, given the shifting momentums and velocities of doing business and, time and technology transitions.
Objectives
- To get a clear, communicated, feasible and time-bound goal as a destination to reach.
- Come out of a foggy yet aspirational core reason for its existence to define and believe in a clear reason to exist as a business.
- Overcome business myopia and envision a business mission.
- Map the future state, the next steps, the constraints and the opportunities to craft a competitive advantage to enter a planned future.
Business Impact for the Organization
- Creation of a ‘Here and Now’ to ‘There and Then’ strategic roadmap and business metrics to measure, monitor, manage.
- The organization gets a collective belief, a clarion call and a guiding principle to proceed.
- Vision and mission acts as foundations of business strategy building.
- Creation of a lighthouse to guide a long-term brand creation.
Design Elements
Organisational/ business diagnostics tools
Business maturity assessment tools
Data Analytics
Actioned Learning Projects
Learning workshops
Coaching and Feedback sessions
Delivery elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blending
Organizational Values & Culture Orientation
As an intervention values & culture orientation is of utmost significance when the organization experiences instances of mergers, amalgamations and acquisition of two or more business units. Such intervention also becomes a pre-requisite for culture building and change management in transitionary phases of a long-existing organization with a large employee base and multiple business units.
Objectives
- Re-orient the employees to the organization’s core values to enable adherence to values.
- Develop a pool of in-house organisation change consultants.
- Understanding the dimensions of culture.
- Knowing the ways in which each individual contributes to the culture building of the whole organization
- Generate an acceptance of ‘newer ways of working’ with newer people ‘in a changing environment’.
Business Impact for the Organization
- Helps the business to prepare and enter the change rather than experience an ‘on-the-face’ jolt of change.
- Gives a framework for understanding and application of value-based decision making.
- Build a collective, participative culture than a workplace culture that is seen as a thrust regime.
- Values and culture orientation adds positively to the sustainability of the organization.
Design Elements
Organisational diagnostics
Learning laboratories
Actioned Learning Projects
Coaching and Feedback sessions
Delivery elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blending
Total Rewards & Change Management Consulting
Services
- Total rewards strategy and design
- Broad-based Merit & Benefit Categorization
- Salary structuring with levels & band
- Incentive structure design
- Sales force Incentive Design
Organizational HR Advisory Services
Today, business organizations, business owners and corporate executives fully agree that Human Resource Management (HRM) is an important function, but involves a lot of cost. Additionally, for many businesses organizations it is not their expertise or a core function that directly helps them generate sales and revenue. In today’s uncertain, highly competitive and constantly evolving VUCAD/BANI business environment, it is important that businesses focus their attention and resources on their core business functions. However, at the same time, the Human Resources Management function cannot be ignored as it is important to keep the workforce motivated, help drive company culture and fill the talent gaps in the organization among other important organizational aspects, all of which directly impacts business results.
As a consulting organization, Growthsqapes is in the area of delivering multiple aspects of Human Resource Management consulting services and Human Resource Advisory (HR Advisory) as an external service provider, to large organizations as well as SMEs. With professional expertise and domain knowledge of multiple industries and sectors, through our HR advisory services, our aim is to make your organization future ready.
Services offered
- HR Audits & Diagnostics
- HR Advisory Services
- HR Policy formulation & review
- Strategic HR Consulting Projects
- Organizational re-structuring
- Compensation and Benefits design and benchmarking
- Rewards and incentives strategizing and design
- Statutory compliance
- Policy benchmarking
Objectives
- Bring HR Consulting and expertise on the table for the client
- Offer cost effective and efficient solutions that create business impact
- Create circumstances that allow the client to focus on their core business
- Minimize regulatory and compliance risks for clients
- Offer objective feedback on client’s existing HR capabilities
Business Impact for the Organization
- Creation of a ‘Here and Now’ to ‘There and Then’ strategic roadmap and HR metrics to measure, monitor and manage change.
- The organization gets a collective belief, a clarion call and a guiding principle to proceed in HR matters.
- Benchmarked policies and practices act as foundations of HR strategy building.
- Creation of a lighthouse to guide a long-term employer branding
Design Elements
Organisational/business diagnostics
HR maturity assessment tools/models
Data Analytics
Audits
Benchmarking and evaluation
Delivery elements
Data points, analytics and customized tools
Templated and customized reports
Customized presentations
Recommendation reports
Coaching services
Team Outbound Training & Executive Retreat
Outbound Training (OBT) is an evidence based effective training method for enhancing employee and team behaviours and organisational performance through participation in indoor/outdoor activities using the experiential learning methodology. OBT is used to enhance the effectiveness and performance of employees through use of experiential learning activities and games using adult learning principles. OBT generally revolves around indoor/outbound activities designed to improve leadership, communication skills, performance, planning, change management, delegation, teamwork and motivation. Participants are engaged into various activities and games that give an immersive learning experience and bring out variety of learning outcomes based on the participants and organisational learning needs.
Executive retreat (ER) is a team building, team development or any other specific agenda driven approach designed for business leaders and executive-level managers that is conducted off-site at an exotic location and typically lasts from a few days to a week.
GrowthSqapes carries the full capacity and capability to conduct OBT and ER across various locations.
Objectives
- Create an environment for the team members to develop the ability to adapt, grow, bond and succeed as teams in a fun or adventurous way.
- Help team members focus on tackling challenging scenarios that involve strategizing, problem solving, decision making, communications, risk taking etc.
- To create a collaborative and synergistic work culture
- Foster employee engagement, employer branding and employee well-being through celebration.
When should it be done
- Organization wide employee meets across levels.
- Department wise/function wise employee meets.
- Sales/Service team meets or off-site.
- Channel partners engagement programs.
- New joinee induction programs.
Key learning for participants
- A fun-based learning experience that is followed by reflection, discussion, analysis and evaluation of the experience.
- Ways to apply the newly formed concepts and ideas back to the workplace.
- Introduction to the larger organization
- Ways to de-stress and improve the fun quotient at the workplace.
Business impact for organization
- Improved team bonhomie that helps in improving the teamwork abilities and resolving intragroup or personal conflicts.
- Identification of leadership qualities.
- Improved communication among all stakeholders resulting in better partnerships and alliances.
- Higher level of employee engagement and motivation in team members.
Design elements
Off-site travel
Adventure trips
Close door events
Group/team events
Delivery elements
Fun games
Adventure sports
Simulations
Role play
Audio Visuals
Theatre
Mergers & Acquisitions: The Growth Chemistry of Business
Mergers and acquisitions (M&A) are business terms to describe situations in which businesses consolidate or one business acquires another. This being a business reality of today, business organizations may opt for this process for a variety of reasons. M&A are carried out for reasons that are allowed under the mergers and acquisitions law of each country. It’s benefits include elimination of excess workforce, growth acceleration, technology and the procurement of new talent. By merging or acquiring firms, business organizations overcome competition, attain economies of scale, acquire a monopoly, and multiply profits.
However, the disadvantages cannot be overlooked either. It involves a significant level of risk—acquisitions are expensive. Such changes in ownership can adversely impact a firms’ stock prices. Cultural difference is a huge hurdle—newly formed teams always take time to work smoothly. The overvaluation of a target firm can result in huge financial losses. In M&As, many employees lose their jobs—due to the duplicity of roles. Owing to the above, M&A between two business entities often comprises complex processes that involve significant changes to the organizational structure, culture, financials and operations of both entities. Working to ensure a smooth transition is critical in avoiding merger and acquisition problems
As a consulting organization, we recommend treating M&A not only as a financial transaction but also as an Organizational Development (OD) intervention, essentially for several diverse reasons. Towards the same, Growthsqapes functions as your close partner for all aspects of M&A. At Growthsqapes, we leverage the unrivalled knowledge and data-driven insights of our professionals to guide you seamlessly through the crucial business and human aspect of M&A.
Services offered (Consulting & Guidance)
Growthsqapes partners with clients in the following areas during M&A:
- Buy-side & sell-side Shortlisting:Thorough evaluation of product-market, technology and finding presence of intangibles in the possible merging/combining entities.
- Synergy Estimation: Identifying visible and latent sources of economic benefits of the deal.
- Valuation & Deal Pricing:Applying agreed valuation methods to arrive at fair valuation.
- Payment and Valuation Risk Mitigation:Devising payment method to neutralise valuation risks.
- Legal Advice:Compliance of various laws affecting deal structuring, implementation and integration.
- Managing Change: M&A transactions bring about substantial changes within organizations, including changes in leadership, reporting structures, job roles, and processes. By applying OD principles and methodologies, organizations can effectively plan and execute the necessary organizational changes, minimize resistance, and ensure a smooth transition for employees.
- Cultural Integration: Cultural integration is a critical aspect of M&A. Our OD interventions help organizations identify cultural gaps, develop strategies for aligning and blending cultures, and facilitate a harmonious integration of the two entities.
- Team Integration: M&A involves bringing together teams from different organizations with potentially different work styles, norms, and team dynamics. Our OD interventions can help integrate these teams by promoting open communication, building trust, and facilitating team-building activities.
- Leadership Development: M&A transactions often require new leadership structures and roles. Our OD interventions can support the development of integration leaders who can effectively guide the merged entity. This may involve leadership assessments, coaching, and leadership training programs to enhance leadership capabilities and adaptability in the context of the M&A.
- Talent Management: M&A can have a significant impact on the talent landscape of both entities. Our OD interventions can help organizations assess, align, and develop talent within the merged entity.
- Communication and Stakeholder Engagement: Our OD interventions provide frameworks and tools for designing communication plans, conducting stakeholder analysis, and facilitating meaningful dialogue. By leveraging OD practices, organizations can foster trust, mitigate resistance, and build a shared understanding of the M&A process among stakeholders.
- Organizational Design and Structure: M&A often necessitates changes in the organizational design and structure to optimize efficiency, streamline operations, and align with the strategic objectives of the merged entity. OD interventions can assist organizations in redesigning structures, clarifying roles and responsibilities, and establishing effective governance mechanisms. This ensures that the organizational design supports the new strategic direction and facilitates the integration process.
- Building internal HR/OD Managers: Growthsqapes partners with clients’ internal HR & OD team is to augment their focus and competence on building integration leaders within the organization.
Objectives
This interdisciplinary programme aims at:
- Understanding how to grow fast through inorganic combination of related or unrelated businesses.
- Appreciating that M&A can outperform green-field or grey-field expansions.
- Comprehending what drives value of the merging business.
- Understanding how investors and other stake holders gain through M&A.
Who should attend?
Our pre and post M&A consulting and guidance should be attended by:
- Corporate managers responsible for strategic growth initiatives including CXOs.
- Owners/CEOs/CFOs of family-owned un-listed companies and SMEs.
- Corporate lawyers performing due diligence and effecting legal procedures for M&A.
- Lending officers of Banks & FIs.
- HR & OD Leaders & Managers
Key learning for participants
- Gain wider knowledge of long- and short-term value creating strategies for buy-side and sell-side M&As.
- Select the right partner and right form to structure and negotiate a wining deal.
- Gain knowledge of the need for planned integration process for successful M&A.
- Develop understanding of what shall be the right value & price and how should the deal be paid off.
- Know various risks associated with M&A deals and their mitigation.
Business impact for organization
- Cohesive thinking and sharp actions towards business expansion.
- Improved strategic financial decision-making skills.
- Enhancement of enterprise value and brand equity.
- Becoming a well-diversified conglomerate.
Design elements
Consulting
Research
Customization
Training workshops
Coaching
Certification
Delivery elements
Consulting reports and analytics
Research
Facilitation
Audio visuals
Computation
Case study