What We Do
What We Do
Our clients typically want deep expertise AND breakthrough approaches in one or more of the following sets of activities that really drive and help sustain high business performance…
Enterprise governance and planning work/activities:
- Strategic and operational planning
- Decision-making on top business performance improvement opportunities/problems
- Development of metrics, and setting of performance targets
- Design of organizational structure
- Board of Directors selection, operations and effectiveness
Initiative/project portfolio management work/activities:
- Initiative portfolio governance, including rationalization, prioritization, sequencing, planning and resourcing
- Initiative planning and management, including development of workplan, risk management plan, and ongoing management of the workplan, timeline and resources
- Lessons learned assessment/application
Process-centered transformation:
- Development of enterprise process model; selection of processes for redesign
- Planning and management of multi-year process transformation “journey”
- Process redesign opportunity assessment
- Process redesign, including workflow, performer roles, manager roles, organizational structure, metrics, performance levels, and needed tools
- Detailed quantification of targeted benefits to enable decision-making, and create budgets and targets to drive accountability
- Detailed design of jobs, including competencies,education/training, compensation and other HR-related requirements
- Development of IT requirements for new/enhanced systems and applications
- Planning/execution of implementation including all activities needed to build capability, motivation and commitment in everyone who must change for the new process to work well
Management of day-to-day execution to achieve business performance targets:
- Monitoring of KPI’s and identification and prioritization of gaps in performance
- Diagnosis of design and execution problems causing KPI performance gaps, using CHA’s proven, powerful, proprietary “Diagnostic Model”…and “5 Why’s DONE RIGHT”
- Formulation of plans/actions to solve root causes of performance gaps
- Implementation of business performance management process to ensure all of the above are done repeatedly, and effectively
Human Resources-related work/activities/processes:
- Recruiting and selecting people into jobs, especially new or significantly changed jobs
- Getting people fully ready and capable to perform in new jobs
- Individual development planning and coaching
- Assessing individual performance against expectations
- Talent and succession planning
- Development of compensation, rewards and benefits plans
- Training and development workshops to build people’s skills knowledge and capabilities…from executive level to “front line”
We also have breakthrough, proven workshop designs for doing all of these!