Services
I want my employees to be more motivated and engaged
In our experience, even when organisations ensure excellent basic work conditions and a decent salary, their people may still not be motivated and engaged.
Leaders need to use specific practices to create a high performance culture that motivates and engages their people.
To really understand the practices, click the link below. A natural place to start is with a one-to-one meeting with us in person or online. Or if you are ready to include your team, we would be happy to give a presentation and have a discussion.
I want my people to spend time on things that are important
Inspiring leaders communicate critical and non-critical information. The non-critical is less about what to do, and how to do it, and more about why these things are priorities. Many organisations consider this information unimportant.
Understanding why the priorities are important causes employees to engage with the decision and they naturally organise their own priorities in alignment with those of the organisation.
There are a number of ways you can find out more about how leaders can provide the context that keeps their people focused on the important things. A natural place to start is with a one-to-one meeting with us which can be face to face or online. Or if you are ready to include your team, we would be happy to give a presentation and have a discussion. Click on the button below to arrange a time.
Inspiring leaders communicate critical and non-critical information. The non-critical is less about what to do, and how to do it, and more about why these things are priorities. Many organisations consider this information unimportant.
Understanding why the priorities are important causes employees to engage with the decision and they naturally organise their own priorities in alignment with those of the organisation.
There are a number of ways you can find out more about how leaders can provide the context that keeps their people focused on the important things. A natural place to start is with a one-to-one meeting with us which can be face to face or online. Or if you are ready to include your team, we would be happy to give a presentation and have a discussion. Click on the button below to arrange a time.
I want the departments in my organisation to work better together
In organisations where leaders share information well, increased co-operation is achieved by function heads briefing their people with a company perspective instead of a perspective which is based around their own department.
In this way, they place the department goals within an overall business context, allowing people to understand how they link to other initiatives and the goals of other departments.
If you would like to know more about how inspiring leaders prepare their senior team members to give this business perspective in their briefings, please click on the link below to set up a meeting. We can meet with you, or if you would like, we can present to you and your team to discuss how you can achieve this for yourselves.
I want to create a high performance culture and be more successful
Organisations that create long-term sustainable success do so because their leaders define and communicate clear direction in a way that involves the work force and provides context. This is one of the key elements that define a culture that delivers outstanding performance.
If you would like to understand more about how to create a high performance culture in your business, click the link below to set up a meeting. We can present to you or are equally happy to present to you and your team to discuss how you can focus on the three change levers required to drive culture.
Cultural Change & Organizational Development
Organisational development is challenging for most organisations, but it is essential for all enterprises to continue to evolve. Many initiatives of this type either move more slowly than desired, stagnate completely or reach completion without delivering the desired outcomes.
There are many reasons why this happens:
- More often than not the change is not well-enough defined and quantified at the outset, so progress is difficult to measure, and it is not clear how effective different actions are in delivering it
- In most cases the daily production targets and delivery schedules will produce urgent actions which take priority over the more important longer-term tasks required to bring about the desired change
- Care has to be taken to agree where the organisation is at the start with all the senior team, as most department heads have a predominantly departmental view and their perspectives are usually different, so there is no agreement about priorities
To understand more clearly how to create successful change use the button to schedule a personal free briefing or a briefing for you and your team.
Problem Diagnosis & Resolution
Most senior managers spend a good proportion of their time fire-fighting, or solving the same issues that keep recurring. They recur because we feel we have time to solve the immediate crisis but not the root cause. As Norscat consultants, we live in a very privileged position of not running an ongoing concern. We are given an overview and introduction to your organisation, which gives us a view from which problems and their solution often seem immediately clear. This is one of the advantages in using an outside perspective to create quick easy breakthroughs. For a free discussion about any problem you have click on the link below.
Vision, Mission and Values"
Starting with a blank sheet of paper can feel like a daunting task. But there is no need to do that and there are plenty of examples of great Visions that have been too idealistic for the relevant people to engage with, which results in their disillusionment. Visions have to balance aspiration with realism for people to embrace them.
The value of the Vision, Mission and Values depends on the work that goes into clarifying what their role is and how they are to be used. They must be tailored and fit for their intended purpose. Often this role is to lead a transition or some kind of organisational development or cultural change. In the case of the latter the focus is likely to be more on the Values.
For a free briefing about developing or refining your Vision, Mission and Values click on the link below.
Strategy Development & Implementation
There are a number of reasons why enterprises fail to implement strategy successfully. Often there is no real agreement and buy-in to the main objectives.
This can be because the strategy is developed by an individual expert or team of experts and has not been discussed and dissected in detail by the senior team as a team.
Often, as with the Vision it is not sufficiently quantified so progress towards the goals cannot be accurately measured. This results in two main causes of failure; firstly, the efficacy of actions cannot be judged because the progress they generate cannot be accurately measured, and secondly, if overall progress cannot be measured, it is not easy to see that the strategy is not being delivered so no problem solving is done.
To understand more about how to get buy-in when developing strategy and how to ensure it is implemented effectively, call us for a free briefing using the link below.
Norscat will support you to create a legacy you are proud of and bring the joy back to your working day
Our approach is flexible, we can provide support by being a Board Adviser, an Executive Coach, a Non-executive Director, or a Consultant