Notes from our practice on organisation design, leadership alignment, operating models and talent.
It’s common to see organisational hierarchy/charts be re-shuffled to accomodate delivery bottlenecks. But a re-shuffle rarely solves the bottleneck, and only re-labels
Do bigger organisations mean better people? Are we looking at this the right way when hiring for a mid sized organisation?
An organisation or team or individual who is constantly busy does not necessarily mean that time spent is aimed at outcomes. It’s
The early stages of any organisation is deeply rooted in the Founder’s vision and execution capability. Therefore, an operating model designed for
The most accepted practice for Job Descriptions today is to come up with a wish list of skills rather than what the
