Program content description

Company's activity analysis and strategy development or reassessment

Objective company's current situation evaluation and determining future development opportunities, evaluation and analysis of company's economic activity from various points of view. During work process, interviews with the managers and main experts are organized, several management group meetings are held, and the whole process results into development or reassessment of the strategy and creation of corresponding action plan.

Moderation of the company's strategy reassessment seminar

The chosen methods and order of work are the most suitable for company's situation and management group consistency. The seminar can be tailored in regard to any company strategy development stage - beginning with the current strategy and goals performance analysis to future action planning and planning of particular activities. By inviting an external moderator for this seminar the management group can focus more on searching for solutions and answers instead of asking questions, which is the responsibility of the moderator. All members are equally involved in the process, and such strategy development events strengthen the management team, increase confidence in performance of tasks and achievement of goals.

Company's business model development and reassessment

Business model shows how the products, clients, channels, own resources and partners are interconnected. Business modelling means studying your own business model and creating alternatives to achieve and earn more.

Company assessment

It is good to know how much is your company worth and how to increase its value. Determining company's value is particularly important if there are plans to implement company restructuring processes - purchase, sale, merging, etc. 

We also offer to carry out Due Diligence assessment to make sure that the provided information is true. It is usually carried out to evaluate investment deals that are important both to the buyer and the seller.

Change management and supervision

Change strategy and detailed change implementation plan is developed in cooperation with the company's management team and can be implemented by the company on its own or with the help of the consultants. Attracting an independent expert helps the company management to develop an efficient change strategy, to successfully communicate it and to minimise errors during implementation process. This process results into a unified understanding among all members of the management group of company's goals, priorities and development perspectives, thus reducing business risks and improving the business results.

Finance and management accounting

Specific consultations related to financial and bookkeeping questions at the client's company about current issues (for example, calculating prime cost, preparation to Due Diligence process, expenditure optimization, etc.).

Company integration after merging

Development of the integration project takes place in cooperation with the company's management team. Support or operative responsibility for implementation of integration process, including all necessary steps (implementing communication plan and efficient organizational structure, strategic changes in human resources management and development, process rationalization, etc.). Involvement of an independent expert in integration process positively affects employee motivation and promotes finding better solutions. Through efficient organization of the integration process from the very beginning the risks to lose valuable people are reduced and the planned synergy can be achieved sooner.

Determining and implementing company values

Values are determined in accordance with the company's mission, vision and basic strategy. The chosen values promote company development in the chosen direction and are supported and implemented by employees on all levels. The consultant can help to identify these values and support their implementation and future maintenance. This process involves maximum amount of company employees.

Team coaching

Team coaching is used to facilitate achievement of set goals, to solve complicated situations and to find new solutions. This method improves mutual understanding and cooperation, people are ready to undertake greater initiative and responsibility.

 

Creating or developing human resources management system 

Most often the creation of human resources system begins with the human resources management audit and development of human resources policy. The company receives practical recommendations for development or improvement of human resources management system. If the company wishes to, it can use the support provided by the consultant only in one sphere of human resources management, for example, recruitment, employee motivation system, remuneration system, employee development, etc.

Development of company's competencies model for all position groups and evaluation of competencies

Development of competencies model allows to purposefully lead employee development in accordance with the company strategy, and the employee also receives information about his performance and has opportunities to improve it.  

Individual talks with employees, questionnaires, professional knowledge tests, business games and role-plays, situation analysis, discussions and presentations, personality and specific skills tests are used to evaluate competencies. After familiarizing with the situation the consultant chooses the most appropriate methods for evaluation of competencies.

Employee assessment and personality profile creation

Assessment of current and potential employees allows to make justified and thought through decisions about hiring a candidate or promoting an employee to management positions. Assessment result analysis helps the management to create individual development plans, find an efficient approach to motivate particular employees, make justified decisions while creating a team.  

While discussing employee assessment, the consultant talks with the client about the current situation, discusses assessment goals, and chooses the most suitable methods (situation analysis, planning tasks, 360 degree feedback, ability tests, personality tests, including DISC, CPI, etc.).

DISC - DISC profile describes natural behaviour of a person and shows the subjective wishes and self-assessment of the person, helps to understand own motivation and behaviour, and motivation and behaviour of others.

CPI - California psychological inventory.  Method of complex personality multi-factor evaluation designed to describe a personality. Questionnaire results describe persons' social experiences and skills, thus helping to predict the efficiency and style of interpersonal interaction.

360 degree feedback is based on a questionnaire that provides information about current performance and attitude of the employee.  This process allows to evaluate employee's actions in the most important spheres of competency.

360 degree feedback and personal development plan creation

360 degree feedback is based on a questionnaire that provides information about current performance and attitude of the employee.  This process allows to assess employee's actions in the most important competency spheres (for example, goal achievement, work task performance quality, communication and cooperation, flexibility, etc.) from various points of view: employee provides his own self-assessment, the employee is also assessed by the direct manager, several subordinates, as well as colleagues, clients and the most important cooperation partners. Acquired information allows to thoroughly evaluate the situation and purposefully plan employee development needs.

Group development diagnostics

Designed to determine the level of development of mutual relationships in the group, as well as factors that prevent future development of the group. This method allows to determine the positive potential of the group and to detect negative effect of one particular member on other members of the group, and to determine the general common group development direction. Also, this method allows to identify positive leaders in the group, who have gained authority and are able to undertake responsibility of long term development of the group.

Research of manager's and abilities personality potential

Research of manager's personality potential and abilities is based on a questionnaire that helps to identify manager's potential, leadership qualities and a number of various different personality traits, which allow to understand manager's precision, flexibility, motivation for achievements, planning skills and ability to organize own time and work, as well as other personal qualities and skills. Various methods are used:

DISC - DISC profile describes natural behaviour of a person and shows the subjective wishes and self-assessment of the person, helps to understand own motivation and behaviour, and motivation and behaviour of others.

CPI - California psychological inventory.  Method of complex personality multi-factor evaluation designed to describe personality. Questionnaire results describe persons' social experiences and skills, thus helping to predict the efficiency and style of interpersonal interaction.

360 degree feedback is based on a questionnaire that provides information about current performance and attitude of the manager.  This process allows to evaluate manager's actions in the most important spheres of competency.

Work performance management system

During consultations an audit (research) of existing performance management system (PMS) is performed, a new model is created or an existing one is updated, necessary documentation is created (provisions, questionnaires, etc.), except reprogramming required for electronic PMS process provision and documenting. Implementation of PMS system results into an efficient achievement of goals, increased work productivity, improved communication between management and employees, improved management skills, increased employee motivation and ability to undertake responsibility.

Development of remuneration and motivation systems

A transparent and just remuneration model is a part of the employee motivation system. Consultant can help to develop a new model or provide guidance for improving the existing system. Remuneration model is based on clear principles that show how much, to whom, and for what are the people paid.  At the same time, these principles must be just, motivating and correspond to the organization's abilities.

Creating employee training and development system

Employee training and development (including - succession, talent management) system creation must be combined with the company's strategy, goals and competencies, which is necessary to achieve these goals. Every company has several strategically important competencies, maintenance and development of which can significantly affect business results, thus it is important to define aggregate measures to ensure these competencies. Succession, experience exchange, labour training (mentoring) and talent management programmes can be very important components of employee development system.

Employee loyalty and involvement assessment, and development of recommendations

Employee involvement level indicates how much the employee is interested and involved in performance of his work tasks and efforts to achieve organization's goals. The higher the loyalty the lower the employee turnover. High employee involvement increases efficiency, trust and support for company's goals and strategy.  Recommendations are developed to increase the employee involvement after the assessment.

Complex consultations in corporate sales

Consultations are designed for corporate sales organizations, which require to (1) reorganize and restart the sales process, (2) to create or strengthen the sales team, (3) improve sales results and (4) make the sales process more efficient.

Consultation consists of seven consecutive stages:

     1) Audit of existing sales process, sales resources (products/services and clients), current market situation (competitiveness), sales organization and employee competencies.

     2) Definition of long term quantitative and qualitative goals and choosing the most suitable strategy for the company.

     3) Developing sales process map: determining and describing tasks, activities, processes and business functions aimed at achieving companies' goals (results).

     4) Development of sales standards (business system) :  products, clients, competition, development and human resources strategy, cooperation, sales channels, price/discount policy and development of sales employee manual.

     5) Development of sales management, responsibility and obligations allocation, internal cooperation, information and action flow organizational model, restructuring remuneration and motivation system.

     6) Development of methodology for sales process documenting, measuring, analysis and improvement , creating a reports and overviews system.

     7)  Training sales experts to act within the created sales model.

Sales performance audit

Within this project the expert assesses sales performance efficiency, evaluates number, content and yield of sales activities, ensures supervision of sales performance system and develops recommendations to improve the sales system.

Client servicing standard

Client servicing standard is developed in accordance with the company's strategy and goals, and is meant for all fields related to client servicing - from competency and visual appearance of the employees and up to the description of the most important processes and particular activity standards. Also, a plan for standard implementation and recommendations for maintaining the system are provided. Development of standard helps the employees to better understand client servicing goals thus significantly increasing the client servicing quality.

E-marketing

Assessment of company's current e-mail campaigns and development of recommendations. New product (service) positioning solutions for e-mail marketing, idea generation for e-mail content.

LEAN workshop at the workplace

Designed for improved training in particular LEAN methods, such as 5S, SMED, problem solving, Waste Walk, etc. The workshop will be useful if: particular improvements are required at the workplace; it is necessary to create understanding and to motivate employees to apply the particular method. For more thorough studying of LEAN method various simulations are used and these simulations are particularly good if it is required: to look at things from a distance; easy and fun to start employees thinking; to calculate opportunities for improvement at your workplace through a game.

At first, the workplace is evaluated to prepare for the workshop and determine the most efficient LEAN method. During the workshop theoretical basics of a particular methods are evaluated. Afterwards, particular tasks are solved, followed by an analysis and setting of new goals.

LEAN implementation consultations 

Consultations in LEAN implementation are useful if there is a person ready to implement the improvements in the company and this person requires some help to “start-up” the other employees on implementing change or requires additional motivation to keep on going. After studying the company more closely, the consultant will help to find the most suitable LEAN methods for particular working place. The consultant may also help to develop LEAN implementation plan or description of next steps. If necessary, support is provided during the plan implementation.

Project management

Consultations can be provided in regard to any field related to project management: project management culture introduction to the organization; project management methodology development and implementation; project portfolio implementation; risk management methods development and implementation; selecting and implementing IT solutions for project management; project reanimation; development of assessment system for project management; preparation for IPMA certification etc.

Improving presentation skills

Consultations + individual training. Consultant explains the methods to create a convincing, authentic, inspiring business presentation that corresponds to the personality and business goal of the presenter. The result is the gained knowledge about one's own body language, voice qualities and power to control them. Tactics are studied, the advice on how masterfully answer questions and objections is provided. Acting methods that help choosing and creating an image that corresponds to the goal of the message are tried and studied. Skills on how to hold and lead listeners' attention doing presentation are improved. Presentation records from best Latvian and world business practices are analysed. A plan for future improvement of public presentation skills is developed, individual recommendations received, also exercises to reduce stress before presentations are studied.

Preparing for interview with the media

Consultations + individual training. Studying methods that allow to use interview to broadcast your message. Study skills to create a message to the media - short, easily comprehensible and expressive. The result is the gained knowledge about one's own body language, voice qualities and power to control them. Ability to talk during an interview with a professional TV and radio journalist is evaluated during practical training. Tactics are studied, the advice on how to masterfully answer journalist's questions and objections is provided. Acting methods that help choosing and creating an image that corresponds to the goal of your message are tried and studied. Interviews from best Latvian and world business practices are analysed. Individual recommendations and exercises to reduce stress before interviews are acquired.

Professional supervision for managers

Designed to evaluate positive and restricting effects of personal resources on efficient performance of work tasks.  The process helps to understand causes of inefficient behaviour on the Professional level (lack of knowledge, inaccurate application of skills, non-flexible experience, system and process understanding, etc.) and on the Personal level (value system, attitudes, identity, emotional intelligence, etc.). The result is a developed consultative training plan in accordance with the manager's competency and perception resources.

Individual manager coaching

It is a confidential, private partnership between the client, manager, employee or a group of employees, and a coach. The aim of this partnership is to increase development, client training and performance efficiency. Consultations are in form of recurrent conversations with the coach. Talks are aimed at achieving particular client's business goals within company's strategy.

Coaching for negotiations

Coaching for negotiation management is designed to improve the negotiator's competencies, to increase awareness in negotiation process, skills to manage own self and own emotional state in negotiation process, and to achieve increase in general negotiator's efficiency.

Improving skills of internal trainers/trainer training

Improving various skills and aspects of internal trainers (creating training programme and materials, choosing appropriate training methods, lecturer's personality, group dynamics, training efficiency, etc.).

Mentoring for project managers

A professional project manager support is provided to a young project manager from the beginning to the end of the project.

Creating personality profile

By use of different methods, depending on situation and goals, a personality profile is created. Personality profile shows/describes a person from various points of view, helps to understand behaviour, attitude, motivation, to predict efficiency and style of interpersonal interaction, determine person's maturity, self-realization coefficient, goal orientation, etc., by use of following methods:

 DISC - DISC profile describes natural behaviour of a person and shows the subjective wishes and self-assessment of the person, helps to understand own motivation and behaviour, and motivation and behaviour of others.

CPI - California psychological inventory.  Method of complex personality multi-factor evaluation designed to describe personality. Questionnaire results describe persons' social experience and skills, thus helping to predict the efficiency and style of interpersonal interaction.